Analyze the data and present preliminary conclusions, based on answers to questions B and C with respect to the leadership style

STRATEGIC QUALITY MANAGEMENT IMPLEMENTATION PLAN
July 27, 2019
Decision Making for Managers
July 28, 2019

Analyze the data and present preliminary conclusions, based on answers to questions B and C with respect to the leadership style

Analyze the data and present preliminary conclusions, based on answers to questions B and C with respect to the leadership style

Decision Making for Managers

As the HR manager I have to organize a study to figure out if male and female managers perceive leadership styles differently. When differences are discovered, how to create a training program that will benefit gender differences in leadership. We select 10 male managers with 10 female managers to participate randomly. To each manager a leadership style survey questionnaire was given. It used B & M Mouton Managerial grid as it counts leadership behavior. The numeric raw data figures of the 18 question study are Raw numeric Questionnaire data

Question 1 2 3 4 5 6 7 8 9

Male 4 4.6 3.2 3.9 4.2 3.7 4.1 4.5 3.5

Female 4.2 4.1 4.2 4.6 3.9 4.1 4.7 4.1 4.2

Raw Numeric Questionnaire Data

Question 10 11 12 13 14 15 16 17 18

Male 4 3.9 4 3 4.5 4.9 3 3.3 3

Female 4 4.2 4.1 4 4.5 4.3 3.9 4 3.7

Now to find out these

A.) Calculate the mean, median, mode, variance, and standard deviation for the numeric data.

B.) Construct a histogram, pie, or Stem-Leaf Display chart encompassing the mean leadership scores for both male and female managers. Use an online interactive program to formulate your histogram, pie, charts, or Stem Leaf display.

C.) Construct a histogram for median score values for male managers and female managers with respect to management style.

D.) Analyze the data and present preliminary conclusions, based on answers to questions B and C with respect to the leadership style differences between male and female managers.

E.) Offer a brief 5- point summary of the training program you might use to strengthen the leadership deficiencies found in either or both the male and female manager leadership style.

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