I need help answering these questions. 1-Here are some more thoughts on the video: I found the four steps covered in this video to be a useful short cut to remember the step to analyzing and communicating data. Step one involves discussing your clients or target audiences parameters for the data, ask questions and use this time to clarify exactly what they want. Step two is scrubbing the data or testing the data for accuracy. If the data has flaws they can go back review what went wrong and fix it, prior to making any analysis or conclusions about the data. Once the data is accurate you move on to step three. Step three is where the data is analyzed and the tester gains familiarity and knowledge about the data. Step four is determine the conclusions found from the analyzing the data and presenting to the clients. Be sure to make the conclusion, concise, powerful and accurate. Most present will take this away more than the entire presentation. I found the tip about not alienating your clients by being accusatory was important. There could have been an honest mistake or not; either way if you place the blame the client might just shut down the project. What do you think of those comments, especially the last one? 2-There is no question but that this is a flawed statistic. I also discovered that people who have given up and stopped looking for a job are not included. What nonsense! However, if the statistic is kept the same for each Administration, does it then give as true picture of improvement? Why or why not? Be sure and explain your answer on this one!!! 3-It only makes sense to track numbers to see how people are doing, but when those numbers are used to punish people (whether that is a perception or not) suspicions arise and employees have been known to game the system to protect themselves from perceived or real possible retribution. That is why the statistician has to be very careful in preparing any kind of survey. An anonymous survey does not do much good when, because of comments made, a supervisor can recognize who made them. Any comments on how to protect employees who really want to see changes for the better?
