# STATISTICAL ANALYSIS ARTICLES MAIN PAGE

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6/25/2012· Statistical Analysis

No contemporary guide exists for using statistics to prove causality in court. We outline a new theory explaining comprehension of causal graphs, and claim four hallmarks of causality are critical: Association, Prediction, Exclusion of Alternative Explanations, and Dose Dependence.

12/27/2012· Statistical Analysis

Effective evidence-based managelnent requires analyzing data from a broad array of sources and conducting carefully designed pretest-posttest comparisons. However, our experience suggests that few businesses take that process to the next level by building merged datasets that can be used for rigorous pretest-posttest comparisons and meaningful statistical analyses.

2/26/2013· Statistical Analysis

This might come as a shock: Employees in large corporations sometimes mistakenly believe that they have been discriminated against. Admittedly, discrimination does occur, both in society and in the workplace. And as most attorneys know, many discrimination cases concern claims of either adverse treatment or adverse impact.

7/15/2009· Marketing

The greatest sin in the public relations realm is the sin of doing absolutely nothing and then wondering why the media isn’t paying attention to you (or, in the case of a crisis, are eating you alive). As a business owner or manager, you can arm yourself with a copy of Full Frontal PR or Public Relations For Dummies and engage in "do it yourself" PR or you can contract with a PR consulting firm to assist you in the adventure. Whatever the case, it’s up to you to make use of proven PR tactics to help build awareness and credibility for your brand.

3/21/2019· Employment

This might come as a shock: Employees in large corporations sometimes mistakenly believe that they have been discriminated against. Admittedly, discrimination does occur, both in society and in the workplace. And as most attorneys know, many discrimination cases concern claims of either adverse treatment or adverse impact. In both types of litigation, employees believe that they have been discriminated against because of their minority status. In disparate treatment cases, plaintiffs must show that they were treated differently because of that status, and incriminating statements-express or implied-must be admitted as evidence to suggest a discriminatory intent. In contrast, disparate impact cases typically address the discriminatory impact of an ostensibly neutral policy, decision, or program, so plaintiffs rely upon objective data from the entire corporation to prove a discriminatory outcome.