The following table shows the number of wins eight teams had during a football season. Also shown are the average points each team scored per game during the season. Construct a​ 90% prediction interval to estimate the number of wins for teams that scored an average of 27 points a game

Determine the upper and lower limits of the prediction interval.

UPL=

LPL=

The production function of a certain country is given by Q = f(K,L) = 90K^1/3,L^2/3 where Q is the number of output produced in units of millions , K is the capital expenditures in units of $1 million and L is the size of labor force in thousands of worker – hours .

1. Find the level of output if the capital expenditure is Tsh 27 million dollars and the labor level is 8,000 workers – hours.
2. At the same level of the capital expenditure and labor level in part (i), compute the marginal productivity of labor , interpret the results.

X is a Gaussian random variable with variance 9. It is known that the mean of X is positive. It is also known that the probability P[X^2 > a] (using the standard Q-function notation) is given by

P[X^2 > a] = Q(5) + Q(3). (a) [13 pts] Find the values of a and the mean of X

(b) [12 pts] Find the probability P[X^4 -6X^2 > 27]

4. Rewrite the following pseudocode segment using a loop structure in the specified languages:

k = (j + 13) / 27
loop:
      if k > 10 then goto out
      k = k + 1
      i = 3 * k - 1
      goto loop
out: . . .

a. C++

b. Python

c. Ruby

Assume all variables are integer type. Discuss the relative merits of the use of these languages for this particular code.

a. Why does water become less dense as it freezes?
b. Why the ΔG mix , for nonideal solution is not always negative
c. To the thermodynamics of mixing of 2 components, find the mol fraction that has
the largest impact on the thermodynamic quantities of the final solution.
d. Calculate the effect that mixing 2 moles of nitrogen and 3 moles of oxygen has on the
entropy of the final solution at 27 o C.

​A.  Is the reaction to the new phone associated with the sex of the​ customer? How strong is the​ association?

Since V = ? (What does V equal?) fill in blank, there is blank association between the two variables?

​(Round to two decimal places as​ needed.)

​B. How should the company use the information from this study when marketing its new​ product? answer choices below A-D

A.

Assuming that the reactions of the women sampled are representative of all​ women, the company should market toward women first since they had few unfavorable reactions.

B.

The company should market toward men first because more men participated in the survey.

C.

The company should market toward men first since they had a higher percentage of favorable reactions.

D.

Assuming that the reactions of the women sampled are representative of all​ women, the company should market toward women first since they had a higher percentage of favorable reactions.

​C. Can you think of an underlying lurking variable that might complicate the relationship shown​ here? Justify your answer.? Answer choices below A-D

A.

There are no lurking variables because the sex of the customer is the only variable that is associated with the reactions to the new phone.

B.

Variables such as the average age of the participants or the median income of the town where the mall is located are possible lurking variable because​ people's opinions may be related to the age or wealth.

C.

Variables such as the proportion that carry a​ phone, the time of​ day, or the day of the week are possible lurking variables because these may be associated with the sex of the customer and also with the reactions to the new phone.

D.

The mall where the data was gathered is the only significant lurking variable because it may have different types of customers than other malls.

When Song Mei Hui moved from being Vice President for Human Resources at Pierce & Pierce in Shanghai to her international assignment in New York, she was struck by the difference in perception of Pierce & Pierce as an employer in China and the United States. Pierce & Pierce in China stands for an attractive and popular place to work, as opposed to its image as an employer in the United States, which was one of an unattractive, traditional, and uninspiring place of work. This difference in perception was bothering Song Mei Hui, because a strong and appealing ‘employer brand’ has the capacity to attract (and retain) talent as denoted by the number of university graduates aspiring to work for companies such as SAS, Google, Cisco, and the Boston Consulting Group.According to Song Mei Hui, the drivers of employer attractiveness have evolved into a complex and challenging set in this day and age. Even though she believes that the success of the organization itself is at the cornerstone of being an attractive employer (and Pierce & Pierce is flourishing indeed), she feels that a wide variety of factors contribute to being successful in attracting and retaining talent. “For many employees, being a part of a profitable, thriving corporation is a reward on its own,” she says. “However, this is obviously not enough. Opportunities for empowerment, a feeling of achievement, a substantial compensation package, and a culture of grooming and development also play a major role in the decision making process of today’s young professionals. Job candidates are looking for a career, and not just for a job.”Song Mei Hui has hired a graduate student in management, Timothy Brice, to develop and test a model of employer attraction. The results of Timothy’s study should help Pierce & Pierce to become more popular as an employer in the United States and hence to attract and retain talented young professionals. Timothy has conducted a literature review and in-depth interviews with graduate students and young professionals who have just started their careers in order to establish the drivers of employer attractiveness. Based on the results of the literature review and the qualitative study, he has developed the following model. he effect of Brand Image on Employer attraction Employer brand image can be defined as the potential applicants’ perceptions of instrumental and symbolic attributes of an organization (cf. Backhaus and Tikoo, 2004; Lievens and Highhouse, 2003; Lievens, 2007; Martin, Beaumont, Doig and Pate, 2005). The instrumental dimension includes tangible attributes related to the job and/or the organization such as ‘job opportunities’, whereas the symbolic dimension includes (the perception of) intangible attributes of an employer (as if it were a person) such as ‘sincerity’ and ‘being exciting’. Both instrumental and symbolic attributes have been found to affect applicant attraction to an employer (Backhaus and Tikoo, 2004; Cable and Turban, 2001; Turban and Greening, 1997). Therefore, the following hypotheses are proposed:H1a: The more positive the perception of instrumental attributes of an employer, the stronger applicant attraction to the organization. H1b: The more positive the perception of symbolic attributes of an employer, the stronger applicant attraction to the organization. Feelings of significant others.If significant others in someone‘s surrounding (e.g., family and friends) tell this person that a company is a much better employer than other employers, someone’s level of attraction to Instrumental attributes:-Workplace atmosphere-Job opportunities-Industry characteristicsEmployer attractionSymbolic attributes:-Excitement-Sincerity-PrestigeSubjective norms that particular organization will grow. It is generally recognized that potential applicants often consult other people (e.g., family, friends, and/or acquaintances) about jobs and organizations(e.g., Van Hoye and Lievens, 2007)”. What’s more, Turban (2001) found that university personnel’s beliefs about organizations affect students’ attraction to that organization. Kilduff (1990) also found that in the early stages of job search, college students are heavily influenced by the beliefs of their friends and classmates. These findings all point at the relevance of social influences to potential applicants in influencing the level of employer attraction. Hence, the following hypothesis is proposed: H2: The more positive significant others are about an organization, the stronger applicant attraction to the organization. To test these hypotheses, Timothy has undertaken a quantitative field study. He has collected data using a questionnaire measuring the variables in his model and a couple of respondent characteristics such as age, gender, and level of education with closed-ended questions.

Suppose that multicollinearty is a problem in this study. What can Timothy do about it?

Do you expect that multicollinearty is a problem? Explain