Statistics with Aviation Application

Statistics with Aviation Application Christopher Wright   A. Type ofstatistical testyou planto conduct(check one, and giverelevantdetails) à ¯Ã¢â‚¬Å¡Ã‚ ¨ 1-sample t-test a) Target population: b) Research variable: c) Research question: d) Expected result: à ¯Ã¢â‚¬Å¡Ã‚ ¨ matched pairs t-test a) Target population(s): b) The research variable will be the difference between and c) Research question: d) Expected result: à ¢Ã…“â€Å" 2-sample t-test a) Target populations (2): Total travel time between Midway and Denver Houston and Denver b) Research variable: Average total travel time c) Research question: Is the average total travel time flying into Denver from Midway and Houston the same? d) Expected result: The average total travel time is not the same. B. Data collection plan(check one,and give relevant details) à ¢Ã…“â€Å" I will use data from a file. Give name of file and details below. I will be using the Southwest Airline Data found in StatCrunch to test my hypothesis. à ¯Ã¢â‚¬Å¡Ã‚ ¨Ãƒ ¯Ã¢â€š ¬Ã‚  I will obtain data from a website(s). Give Name of website(s), full URLs and details below. à ¯Ã¢â‚¬Å¡Ã‚ ¨ Other data collection plan: Give specific details below. Project plan is: NOT Accepted x AcceptedDate 3/2/17 Instructor Initials SH Introduction The intent of this t-Test project is to study and determine the average total travel times between Midway International airport (MDW) and Denver International airport (DEN) William P. Hobby airport (HOU) and Denver International airport (DEN). Geographically speaking, both routes travel nearly the same distance with the final destination being DEN. This begs the question, is the average total travel time flying into DEN from MDW and HOU the same? To test this question, this paper will review a random sample of travel times between both routes of travel. Common sense tells us that even though the distance traveled to DEN for both routes is nearly the same, there are other variables (ex. ground delays, maintenance and weather) that can affect the total travel time of an aircraft. Therefore, the hypothesis will be that the average total travel time between the two routes will not be the same. This study will only be discussing all Southwest Airline flights departing from MDW and HOU traveling to DEN. A random sample of 50 routes will be collected and tested. The focus variable will be the average total travel time between the two respective locations and will be collected and calculated in minutes. It is important to note that the result of this test will only be valid within the test parameters. (Source: ForeFlight) Study Design The study will be conducted as a two-sample t-Test with a 95% confidence interval and a 0.05 level of significance. Hypotheses:H0: ÃŽÂ ¼1 = ÃŽÂ ¼2 (MDW-DEN and HOU-DEN routes have the same mean travel time) Ha: ÃŽÂ ¼1 à ¢Ã¢â‚¬ °Ã‚   ÃŽÂ ¼2 (MDW-DEN and HOU-DEN routes do not have the same mean travel time) To test whether the total travel for both routes is the same, we will state that the null hypothesis is that the total travel time for both routes is the same. The alternative hypothesis will propose that the total travel time for both routes is not the same. The formulation of the hypothesis for this study will produce a two-tailed (left and right) result. Data The data for this study was collected and is maintained by Embry-Riddle. It is located on the StatCrunch website under the MATH 211/222 data set group. The data that was collected was a sample of overall operations with Southwest Airlines at the Midway (MDW), Houston (HOU), and Dallas Love (DAL) airports. Southwest airlines operates from these airports almost every day and at multiple times during the day. For the sample to be representative of the overall population, it would have to mimic these population parameters. The sample that was collected does just that. It is representative of the overall population of all Southwest Airline operations at MDW, HOU, and DAL because the data includes information from different days and times. This fact also lends itself to the avoidance of bias. The other key with avoiding bias is to be as random as possible while still representing the parameters of the overall population. Furthermore, for the purposes of this assignment we will assume that the appropriate steps were taken by Embry-Riddle to provide its students that avoided bias to the best extent possible. From the large compilation of data, we will now shift the focus to the specific data to be tested. The data from Figure 1, located in the appendix, is the 50 specific data points that will be tested and includes the total travel times of both routes. To continue with preparation for the t-Test, we will ensure that the samples are independent and that the size is normal. The samples are independent because you can only be on one route of flight at a time, either traveling from MDW or HOU to DEN. Finally, for the purposes of this study will say that 50 data points (meeting the assignment requirement) is large enough, and therefore normal. Figure 2 Figure 3Figure 4 Figure 5 Figure 6Figure 7 Descriptive Statistics After ensuring that the data meets all conditions required for our particular confidence level of 95%, it is important to describe the data through statistical analysis and graphs (Figures 2 through 8). Figures 4 and 7 show that both sets of data have symmetrical distribution with little skew in either direction. Note thought that figure 4 displays Figure 8 a greater standard deviation. The boxplots (figures 3 and 6) help better describe figures 2 and 5, but are more effectively displayed with a side by side plotting as shown in figure 8. There we see that the medians are within 5 minutes of each other and that the data is not vastly separated. We can see that most of the data points from the HOU-DEN route would fit within the MDW-DEN IQR; and that all of the HOU-DEN sample data would fit within the bounds of the min and max data points for MDW-DEN. This side by side comparison makes a strong argument that even through there are differences between the data of both routes, those diff erences may not be statically large enough to reject the null hypotheses. Findings Original Question: Is the average total travel time flying into DEN from MDW and HOU the same? Hypotheses:H0: ÃŽÂ ¼1 = ÃŽÂ ¼2 (MDW-DEN and HOU-DEN routes have the same mean travel time) Ha: ÃŽÂ ¼1 à ¢Ã¢â‚¬ °Ã‚   ÃŽÂ ¼2 (MDW-DEN and HOU-DEN routes do not have the same mean travel time) As we previously discussed, the initial look and plotting of the data showed that even though the routes were different, the data was close enough that it may not be statistically different enough to reject the null hypotheses. When looking at figure 10 and 11 to comparing the p-value (0.1627) to the significance level (0.05), we find that the p-value is larger and therefore we do not reject the null hypothesis. This supports the expected findings and shows that even though the data between the two routes was slightly different, it was still not statistically different enough to reject the null hypothesis. In figure 9, the 95% confidence interval is 4.885  ± 3.445, or about (-1.44, 8.33). This confidence interval includes 0 and therefore both the null and alternate hypothesis are plausible. Only after conducting the hypothesis test were we able to conclude not to reject the null hypothesis. Confidence Interval and Hypothesis Test Results Figure 9 Figure 10 Figure 11 Final Discussion In conclusion, we see that the average travel times between MDW and DEN HOU and DEN are very similar. So similar that we were unable to reject the alternative hypothesis that they were not the same. The results we obtained in the test were expected, especially considering that the distance traveled for each route is nearly the same. The biggest take away from this project is how close all of the data was for both routes. This shows just how accurate Southwest Airlines can be when it publishes the average times of travel for these routes, and also how effectively the can plan out their flying schedule. Specifically for the test conducted, we can see just how consistent their average flying time is between destinations separated by the same approximate distance. Appendix Total Travel Time Samples MDW-DEN Time HOU-DEN Time 151 154 157 149 144 140 146 141 163 136 146 135 148 143 133 134 131 135 136 132 135 135 128 142 127 141 139 146 138 138 131 148 144 153 145 144 163 146 131 165 150 151 147 143 144 166 149 149 148 151 Figure 1 Sources: ForeFlight. Vers. 8.2.3. N.p.: ForeFlight, 2007-2017. Computer software application StatCrunch. Computer software. www.statcrunch.com. Pearson Education, 2007-2017. Web. 6 Mar. 2017. Southwest Airline Data. StatCrunch Data analysis on the Web. Embry-Riddle Aeronautical University, n.d. Web. 06 Mar. 2017. .

The Importance of Documentation

The Importance of Documentation Documentation: Material, printed or electronic, that provides official information or evidence or that serves as a record. Why is documentation important? Without it there would be no record of anything. Humans have been documenting and recording important information for centuries. Information from inventory lists to details of wars, weather reports, past civilizations, and census data. As a non-commissioned officer having documentation when required is important in many aspects of my duties at work and even at home.At work there are medical files and profiles, leave paperwork, ammunition requests, forms for vehicle repairs, parts requests, dependent documents†¦ the list goes on and on but each document is important for its own unique reasons. Without medical files there would be no documentation of injuries or illnesses and what was done to treat them. What if the issue reoccurred? A physician would need the details of past treatments and medica tions to determine what the current treatment should be.A medical profile is an important document for showing proof of health or injury related limitations or restrictions to avoid causing the issue to worsen. Without properly completed and filed leave paperwork a soldier’s leave request would be denied. Other paperwork ignored or improperly completed can result in mission failure, delayed repairs, etc. Dependent documents are imperative to ensuring eligible family members receive the benefits entitled to them. The NCO Creed: No one is more professional than I.I am a Noncommissioned Officer, a leader of soldiers. As a noncommissioned officer, I realize that I am a member of a time honored corps, which is known as â€Å"the Backbone of the Army. † I am proud of the Corps of Noncommissioned Officers and will at all times conduct myself so as to bring credit upon the Corps, the military service and my country regardless of the situation in which I find myself. I will not use my grade or position to attain pleasure, profit or personal safety. Competence is my watch-word. My two basic responsibilities will always be ppermost in my mind — accomplishment of my mission and the welfare of my soldiers. I will strive to remain technically and tactically proficient. I am aware of my role as a noncommissioned officer. I will fulfill my responsibilities inherent in that role. All soldiers are entitled to outstanding leadership; I will provide that leadership. I know my soldiers and I will always place their needs above my own. I will communicate consistently with my soldiers and never leave them uninformed. I will be fair and impartial when recommending both rewards and punishment.Officers of my unit will have maximum time to accomplish their duties; they will not have to accomplish mine. I will earn their respect and confidence as well as that of my soldiers. I will be loyal to those with whom I serve; seniors, peers and subordinates alike. I will exe rcise initiative by taking appropriate action in the absence of orders. I will not compromise my integrity, nor my moral courage. I will not forget, nor will I allow my comrades to forget that we are professionals, Noncommissioned Officers, leaders! As an NCO, as a leader of soldiers, it is my responsibility to set the standard.It is my responsibility to be the example and demonstrate that which I expect from my soldiers. Leadership, competence, responsibility, and accountability are the foundation of successful operations within the United States Military. That ability to train, prepare and lead men into combat has been a defining characteristic of our military for hundreds of years. The importance these skills cannot be underestimated. Leaders apply these skills to ensure a successful mission. Since the revolutionary war, men have been dedicating their lives to the freedom of our country.These men were part of a team that received orders from leaders about how to overcome the enem y of the day. Today’s enemy is much harder to find, but the skills needed to succeed are easily to found here within the ranks of the United States Military, the thousands of men and women giving their best to lead soldiers. The words of the NCO Creed state clearly the responsibilities of the Army’s NCO leaders and the importance of these responsibilities is beyond measure. This country’s leaders have been teaching about leadership for quite some time.As General George Washington expressed more than 200 years ago, serving as a Soldier of the United States does not mean giving up being an American citizen with its inherent rights and responsibilities. Soldiers are citizens and should recognize that when in uniform, they represent their units, their Army, and their country. Every Soldier must balance the functions of being a dedicated warrior with obedience to the laws of the Nation. They must function as ambassadors for the country in peace and war. When speaking to officer candidates in 1941, then General of the Army George C.Marshall said, â€Å"When you are commanding, leading [Soldiers] under conditions where physical exhaustion and privations must be ignored; where the lives of [Soldiers] may be sacrificed, then, the efficiency of your leadership will depend only to a minor degree on your tactical or technical ability. It will primarily be determined by your character, your reputation, not so much for courage—which will be accepted as a matter of course—but by the previous reputation you have established for fairness, for that high-minded patriotic purpose, that quality of unswerving determination to carry through any military task assigned you.Soldiers need to be able to have faith in their command to do what is right for the soldier and the country. Command is about sacred trust. Nowhere else do superiors have to answer for how their subordinates live and act beyond duty hours. Society and the Army look to commanders t o ensure that Soldiers and Army civilians receive the proper training and care, uphold expected values, and accomplish assigned missions. Having a â€Å"good† commander is vital for unit cohesion and success. In Army organizations, commanders set the standards and policies for achieving and rewarding superior performance, as well as for punishing misconduct.In fact, military commanders can enforce their orders by force of criminal law. Consequently, it should not come as a surprise that organizations often take on the personality of their commanders. Army leaders selected to command are expected to lead beyond merely exercising formal authority. They should lead by example and serve as role models, since their personal example and public actions carry tremendous moral force. Soldiers need to work in a positive environment. Many will argue that aggressive leadership inspires more work.While this may be true, the motivating factors within soldiers of such a leader are going to be less personal than those found within a soldier who respects and values his leader’s guidance. How important is character in those trying to lead? The answer is of course that character is the defining element in a successful leader. Three major factors determine a leader’s character: values, empathy, and the Warrior Ethos. Some characteristics are present at the beginning of the leader’s career, while others develop over time through additional education, training, and experience.It is essential to success that Army leaders lead by personal example and consistently act as good role models through a dedicated lifelong effort to learn and develop. The Army cannot accomplish its mission unless all Army leaders, NCOs, soldiers, and civilians accomplish theirs— whether that means presenting a medical profile upon request, filling out a status report, repairing a vehicle, planning a budget, packing a parachute, maintaining pay records, or walking guard duty . The Army consists of more than a single outstanding general or a handful of combat heroes.It relies on hundreds of thousands of dedicated NCOs, soldiers, and civilians—workers and leaders— each doing their part to accomplish the mission. Each of their roles and responsibilities may differ, but they are no less important in reaching the goal. Every leader in the Army is a member of a team, a subordinate, and at some point, a leader of leaders. The Army relies on it’s NCOs to be capable of executing complex tactical operations, making intent driven decisions, and who can operate in joint, interagency, and multinational scenarios.They must take the information provided by their leaders and pass it on to their subordinates. Soldiers look to their NCOs for solutions, guidance, and inspiration. Soldiers can relate to NCOs since NCOs are promoted from the junior enlisted ranks. They expect them to be the buffer, filtering information from the commissioned officers an d providing them with the day-to-day guidance to get the job done. To answer the challenges of the contemporary operating environment, NCOs must train their Soldiers to cope, prepare, and perform no matter what the situation.In short, the Army NCO of today is a warrior-leader of strong character, comfortable in every role outlined in the NCO Corps’ vision. NCO leaders are responsible for setting and maintaining high-quality standards and discipline. They are the standard-bearers. Throughout history, flags have served as rallying points for Soldiers, and because of their symbolic importance, NCOs are entrusted with maintaining them. In a similar sense, NCOs are also accountable for caring for Soldiers and setting the example for them. NCOs live and work every day with Soldiers.The first people that new recruits encounter when joining the Army are NCOs. NCOs process Soldiers for enlistment, teach basic Soldier skills, and demonstrate how to respect superior officers. Even after transition from civilian to Soldier is complete, the NCO is the key direct leader and trainer for individual, team, and crew skills at the unit level. NCOs have other roles as trainers, mentors, communicators, and advisors. When junior officers first serve in the Army, their NCO helps to train and mold them. When lieutenants make mistakes, seasoned NCOs can step in and guide the young officers back on track.Doing so ensures mission accomplishment and Soldier safety while forming professional and personal bonds with the officers based on mutual trust and common goals. â€Å"Watching each other’s back† is a fundamental step in team building and cohesion. An NCO is a direct leader, giving leadership that is face-to-face or first-line leadership. This leadership occurs in organizations where subordinates are accustomed to seeing their leaders all the time: teams and squads; sections and platoons; companies, batteries, troops, battalions, and squadrons. The direct leaderâ €™s span of influence may range from a handful to several hundred people.NCOs are in direct leadership positions more often than their officer and civilian counterparts. Direct leaders develop their subordinates one-on-one and influence the organization indirectly through their subordinates. To ensure that I as an NCO, in a direct leadership role, positively influence and guide the soldiers around me, I have the responsibility, the obligation, to convey the example of the ideal soldier. Character, a person’s moral and ethical qualities, the ability to determine what is right and gives a leader motivation to do what is appropriate, regardless of the circumstances.An informed ethical conscience consistent with the Army Values strengthens leaders to make the right choices when faced with tough issues. Since Army leaders seek to do what is right and inspire others to do the same, they must embody these values. As a non-commissioned officer having documentation when it is need ed is important in many aspects of my duties at work but more than that it is important for me to set an example for the soldiers looking to me for guidance.

Effective Manager - 2036 Words

A manger has a very important role in a company. A perfect manager is a boon for any company and a good manager needs to have a strong knowledge about the functioning of a company. In one’s company, there are appear of some managers which are inspired, some are motivated, and others are failing miserably to engage with their employees. When the employees are choosing to leave from their position, it is often because of their manager or the relationship between other employees in their working environment. So, if one’s are decided to become effective as a manager then he or she need to have the ability to lead other people, the ability to communicate the goals and objectives as well as the mission of the company to the employees that†¦show more content†¦Although it is under the communication skills, but I want to single it out because it’s so important. Some managers get so impressed with themselves that they spend much more of their time telling people things than they spend listening. But no matter how high they go in the management hierarchy, they need to be able to listen. It’s the only way they’re really going to find out what’s going on in their organization, and it’s the only way that they’ll ever learn to be a better manager. There is a need to listen to their employees because their employees might have helpful ideas that can be work or function in the organization. Furthermore, the employees also might know causes of problems that happened in the workplace and they might be able to warn the manager about the potential problem that can happened in the workplace which haven’t been recognized by the manager. By listening to the employees, the manager can know and more clear how the employees feel about things that around them can be a tip of future problems. This will able the manager to understand why they feel that way and what the manager can do to make them feel diff erently. That’s mean communication skill is not just about speaking but listening as well. A good listening should avoid ambiguity. By this, if there is a chance that a message might beShow MoreRelatedEffective Manager1145 Words   |  5 PagesThe top reason why people decide to leave their jobs are because of ineffective managers. Managing people can be a complex and intimidating task, especially for the inexperienced. Keeping a workforce motivated and engaged requires careful planning, and consideration. Being an effective manager is about supporting, coaching, directing and engaging employees. 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Symptoms Of Mental Health Issues Essay - 2046 Words

I was an RA when I was in college, so I am no stranger to the signs and symptoms of mental health issues. In my eighty-person dorm I ‘talked a girl off a ledge,’ dealt with alcoholism and drug abuse, and was there for countless nights of tears brought on by homesickness and hazing. However, in all my time as an undergraduate, the one issue that plagued my friend group and the young women on my campus the most was something I had never encountered until I stepped foot on my college campus. It was abstract, something that only affected the characters in TV shows and celebrities featured in gossip magazines. Then, it became the norm, though unspoken, hidden behind the veil of health and perfection. There are four young women who have played a key role in my life over the last six years. All four of them have eating disorders, none of which are the same. 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