Total 155 100.0 100.0 Since it is an increment of $500 bonus and there are a number of factors to consider, it would be fair, professional and equitable to consider a variable that would not result to biasness. Among the variables to be considered are gender, race, age, department and rating. Of the five factors, it is prudent and fair to consider rating in determining the list of employees to benefit from the $ 500 bonus increment.
From the analysis, the total employees who had a rating of 10 were 4 comprising 2.6% of the entire 155 employees, and 12.90% of the list of 31 employees to benefit from the bonus increment.
The total employees who had a rating of 9 were 10, making a total proportion of 6.5 % of the entire 155 employees, and 32.26% of the list of 31 employees to be benefit from the bonus increment.
The total number of employees who had a rating of 8 were 13, comprising of 8.4% of the entire population and 41.94 % of the list of 31 employees to benefit from the $500 bonus increment.
So far, this is a breakdown of employees who qualify to benefit from the $500 increment
RatingNumber of employees%
10412.9
91032.25
81341.93
So far, based on ratings, 27 employees have qualified to benefit from the bonus increment. Therefore, there is a deficiency of 4 employees to make it 31
The procedure to be followed in determining the remaining 4 employees would be as follows:
The remaining 4 employees would be chosen from the employees with a rating of 7, comprising of 21.3% of the entire 155 employees and only 12.90% of the list of 31 employees to benefit from the bonus increment. The representation of departments, age and gender would be used to break the tie.
From dept. 2, I would choose 1 extra person with a rating of 7, ID 51, to make a fair representation of the department. Initially, we had 21.3% of the entire 155 employees and 6.1 % of the 31 employees from the department and I thought it would be fair to make it a minimum of 3 employees from the department, making it 9.6%. Employee of ID 51 was chosen arbitrarily due to age factor which is directly proportional to experience.
From dept. 7, I picked 3 other people inorder to make it a fair representation of the department. Initially, we had 21.3% of the entire 155 employees and 3.22% of 31 employees and I added an extra 3 from the department, ID 11, ID 57 and ID 70, to make its representation 12.9%. ID11, ID57 & ID 70 all with a rating of 7 were chosen since they were the only ones remaining in the department, which was initially poorly represented in the first instance. Therefore, having considered all of the above, the following list finally makes the final list of employees to benefit from the $500 bonus increment:
ID Gender Race Age Dept. Rating
44 1 2 58 6 10
50 1 1 22 5 10
82 2 2 49 5 10
133 1 2 44 4 10
20 2 1 55 5 9
42 2 2 57 5 9
56 2 2 57 7 9
101 2 2 36 5 9
108 1 2 45 5 9
110 2 2 31 5 9
112 1 1 25 3 9
119 2 2 28 3 9
140 2 1 56 5 9
142 1 2 42 6 9
34 1 2 39 5 8
61 2 2 28 5 8
68 1 2 40 5 8
78 2 1 44 2 8
81 1 2 30 5 8
94 2 2 39 2 8
105 2 2 32 4 8
116 2 2 23 3 8
131 2 2 41 5 8
134 1 1 33 4 8
137 1 2 44 3 8
144 2 2 35 3 8
152 1 2 33 6 8
11 1 2 21 7 7
57 2 2 39 7 7
70 1 2 42 7 7
87 1 2 59 2 7
This is the breakdown:
RatingNumber of employees%
10412.90
91032.26
81341.94
7412.90
TOTAL31100
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