Question 1

Create a Box Plot for employee satisfaction and last evaluation, each broken out by the variable left. This meaning that for each variable there will be two box plots, side by side, where each box will represent the same variable, but one filtered for left = 0, and the other left = 1

Summary- According to the statistics provided, there can be a big difference in job satisfaction between leaving and current employees. More precisely, long-term workers report greater levels of satisfaction with the company, with an average score of 0.85. On the contrary, the average satisfaction score of those who have chosen to leave the company is 0.70, which is lower. This demonstrates the positive correlation between job satisfaction and employee retention, highlighting the need of creating an environment at work that meets the requirements and expectations of employees in order to keep them on board.

Summary- The data indicates that workers who left got higher ratings (0.9) on their most recent work review compared to those who stayed on the job (0.85). This suggests that even though they were really good at what they did, some employees decided to resign. They may have wanted a more challenging task, didn’t feel appreciated, or didn’t see possibilities to go forward in their role. This tells companies that they need to make sure top personnel feels appreciated and has opportunity to grow if they want to keep them on board.

Summary- The summary examines the complex relationships that exist between a variety of workplace factors and employee satisfaction. It turns out that while job satisfaction is somewhat connected with higher performance evaluation ratings, it tends to decrease when one is overloaded with projects. It’s interesting to learn that job happiness and the number of hours worked each month have a slight link. Although it has minimal direct impact, greater hours spent is associated with more projects and better performance evaluations. An employee’s length of service may also be considered a subtle trade-off between tenure, workload, and happiness since a little decline in satisfaction may be offset by a small increase in evaluation scores and a rise in project workloads.In conclusion, these results suggest that while workload and tenure have a more subtle influence on an employee’s overall job happiness, performance evaluations may raise employee satisfaction.