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A company receives a large number of job applications, which are at first evaluated centrally at the HR department. Each application receives a score between 0 and 100 from an HR expert. The evaluations are done by three HR experts, who apply the same, standardised scoring scheme to obtain the final score. Despite the fact that the procedure has been standardised and the experts have been trained, the management is still concerned that the system may not be fair because there may be differences between the scoring tendencies of the three experts: If at least one expert tends to give higher or lower scores than the others, that is a problem, because the score will not only depend on the quality of the application but also on which HR expert evaluated it. Therefore, the management decides to conduct a small-scale experiment to find out whether there are significant differences between the three raters' scoring tendencies. In order to control for the differences between applications, each HR expert receives the same 4 applications for evaluation. The table below contains the 4 scores provided by each of the HR experts. Application 1 2 3 4 Answer: Ms Taylor 52 56 53 47 HR Expert Mr Green 57 65 61 49 Ms Clark 54 58 54 39 Bear in mind that the purpose of the study is to find evidence that the HR experts tend to give different scores. (It is taken for granted that applications differ in terms of quality and those differences affect the scores.) Calculate the Mean Squares for Treatments. (The result must be accurate within +0.05).

A company receives a large number of job applications, which are at first evaluated centrally at the HR department. Each application receives a score between 0 and 100 from an HR expert. The evaluations are done by three HR experts, who apply the same, standardised scoring scheme to obtain the final score. Despite the fact that the procedure has been standardised and the experts have been trained, the management is still concerned that the system may not be fair because there may be differences between the scoring tendencies of the three experts: If at least one expert tends to give higher or lower scores than the others, that is a problem, because the score will not only depend on the quality of the application but also on which HR expert evaluated it. Therefore, the management decides to conduct a small-scale experiment to find out whether there are significant differences between the three raters' scoring tendencies. In order to control for the differences between applications, each HR expert receives the same 4 applications for evaluation. The table below contains the 4 scores provided by each of the HR experts. Application 1 2 3 4 Answer: Ms Taylor 52 56 53 47 HR Expert Mr Green 57 65 61 49 Ms Clark 54 58 54 39 Bear in mind that the purpose of the study is to find evidence that the HR experts tend to give different scores. (It is taken for granted that applications differ in terms of quality and those differences affect the scores.) Calculate the Mean Squares for Treatments. (The result must be accurate within +0.05).

MATLAB: An Introduction with Applications
MATLAB: An Introduction with Applications
6th Edition
ISBN:9781119256830
Author:Amos Gilat
Publisher:Amos Gilat
Chapter1: Starting With Matlab
Section: Chapter Questions
Problem 1P
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A company receives a large number of job applications, which are at first evaluated centrally at the HR department. Each application receives a score between 0 and 100 from an HR expert. The evaluations are done by three HR experts, who apply the same, standardised scoring scheme to obtain the final score. Despite the fact that the procedure has been standardised and the experts have been trained, the management is still concerned that the system may not be fair because there may be differences between the scoring tendencies of the three experts: If at least one expert tends to give higher or lower scores than the others, that is a problem, because the score will not only depend on the quality of the application but also on which HR expert evaluated it. Therefore, the management decides to conduct a small-scale experiment to find out whether there are significant differences between the three raters' scoring tendencies. In order to control for the differences between applications, each HR expert receives the same 4 applications for evaluation. The table below contains the 4 scores provided by each of the HR experts. Application 1 234 Answer: Ms Taylor 52 56 53 47 HR Expert Mr Green 57 65 61 49 Ms Clark 54 58 54 39 Bear in mind that the purpose of the study is to find evidence that the HR experts tend to give different scores. (It is taken for granted that applications differ in terms of quality and those differences affect the scores.) Calculate the Mean Squares for Treatments. (The result must be accurate within +0.05).
Transcribed Image Text:A company receives a large number of job applications, which are at first evaluated centrally at the HR department. Each application receives a score between 0 and 100 from an HR expert. The evaluations are done by three HR experts, who apply the same, standardised scoring scheme to obtain the final score. Despite the fact that the procedure has been standardised and the experts have been trained, the management is still concerned that the system may not be fair because there may be differences between the scoring tendencies of the three experts: If at least one expert tends to give higher or lower scores than the others, that is a problem, because the score will not only depend on the quality of the application but also on which HR expert evaluated it. Therefore, the management decides to conduct a small-scale experiment to find out whether there are significant differences between the three raters' scoring tendencies. In order to control for the differences between applications, each HR expert receives the same 4 applications for evaluation. The table below contains the 4 scores provided by each of the HR experts. Application 1 234 Answer: Ms Taylor 52 56 53 47 HR Expert Mr Green 57 65 61 49 Ms Clark 54 58 54 39 Bear in mind that the purpose of the study is to find evidence that the HR experts tend to give different scores. (It is taken for granted that applications differ in terms of quality and those differences affect the scores.) Calculate the Mean Squares for Treatments. (The result must be accurate within +0.05).
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