DocumentationIllustrated Excel 2013Unit K SAM Project 1aClef Note.docx

DocumentationIllustrated Excel 2013Unit K: SAM Project
1aClef Notes SoftwareMODELING DATA WITH SCENARIOS,
WHAT-IF ANALYSES, GOAL SEEK, AND
SOLVERAuthor:Hana OhNote: Do not edit this sheet. If your
name does not appear in cell B6, please download a new copy of
the file from the SAM website.
Current YearSales and ExpensesOperating StatisticsCost
DetailRevenues% of TotalBasic ClefPremium ClefUltra
ClefCustomer Acquisition (Mktg)Basic Clef$
9,405,00037%Price$99$299$599Basic Clef$
1,258,750Premium Clef$ 14,053,00055%Acquisition Cost per
Unit$13.25$52.75$85.00Premium Clef$ 2,479,250Ultra Clef$
2,096,5008%Mfg. Cost per Unit$3.15$3.25$3.55Ultra Clef$
297,500Total Sales$ 25,554,500R&D Cost per
Unit$1.05$2.55$42.86ManufacturingUnits
Sold95,00047,0003,500Basic Clef$ 299,250Cost of Goods
SoldGross Profit per Unit$81.55$240.45$467.59Premium Clef$
152,750Basic Clef$ 1,658,00034%Ultra Clef$
12,425Premium Clef$ 2,752,00057%R&DUltra Clef$
459,9259%Basic Clef$ 100,000Total COGS$
4,869,925Premium Clef$ 120,000Ultra Clef$ 150,000Gross
Profit$ 20,684,575Total cost of goods sold$ 4,869,925
Clef Notes Software
ProfitabilityOperating StatisticsBasic Clef SalesBasic
ClefPremium ClefUltra
Clef95,000Price$99$299$59975,000Acquisition Cost per
Unit$13.25$52.75$85.0085,000Mfg. Cost per
Unit$3.15$3.25$3.5595,000R&D Cost per
Unit$1.05$2.55$38.96105,000Units
sold95,00047,0003,500115,000Gross
Profit$7,747,000$11,301,000$1,650,211Gross Profit per
Unit$81.55$240.45$471.49
Clef Notes Software
SubcontractorTreble ClefDevice Development

SubcontractorsKarma Inc.Code CrewLorenz SystemsGrand
TotalFixed Contract Cost$750$550$600-Setup Cost per
Unit$5.50$4.00$6.00-Manufacturing Cost per
Unit$3.15$4.50$2.75-Cost per Unit$8.78$8.59$8.79-Units
Produced6,0006,00015,00027,000Total
Cost$52,650$51,550$131,850$236,050ConstraintsSolver
ModelMinimum Units Product per Subcontractor5,000Maximum
Units Producible by Karma Inc.15,000Maximum Units
Producible by Code Crew7,500Maximum Units Producible by
Lorenz Systems15,000Required Number of Units
Produced27,000
Clef Notes Software
Company profile:
Saudi Aramco is a global integrated oil and chemicals company.
The firm history is dated 70 years back now the Company is
state-owned. Over the years Saudi Aramco has become the
world leader company in hydrocarbon exploration, production,
refining and distribution. The Company establishes it's
headquartered in Dhahran, Saudi Arabia and has its affiliates in
various countries like in Egypt, China, and the Netherlands.
And the company has more than 65,000 workers worldwide.
And The factories and people managing Saudi Aramco make the
company the world's largest crude exporter. The president and
CEO of company is Amin H Nasser.
ExxonMobil is a global energy company with a history of more
than 132 years. It has business in 140 continents in the world.
And company is the world's largest oil and gas company uses
technology and innovation to help the world's needs and It is
one of the largest refineries in the world. It is a company that
markets petroleum products and its factory of chemicals. Darren
Woods he is Chairman of Board of Directors and CEO of the
company. And Today we operate in most of the world's
countries and are best known by our familiar brand names:
Exxon, Esso and Mobil. We make the products that drive

modern transportation, power cities, lubricate industry and
provide petrochemical building blocks that lead to thousands of
consumer goods.
Chapter2
1.1 Introduction
This chapter discusses relevant published study of two
concepts to gain more understanding of the relationship between
workplace stress and how it affects employee performance. It
also explains the consequences of stress and the five basis
models of stress. Additionally, discuss related published study
of the second concept, employee performance, common
standards and the relationship between the two concepts as
noted above.
1.2 Workplace stress
How we react to certain situations can be defined as stress.
Stress affects our emotions, psychology, and behaviors towards
an event that has happened to us or anticipated to occur. This
body interference includes feelings of anxiety and restlessness
(Meyer 2013). People mostly speak of how stressful yet they
know very little about stress. Stress occurs in different stages
and when experienced over a period of time it can become
chronic and lead to very bad side effects in the normal
functioning of an individual. Stress can result in serious health
issues that might take time to reverse. Stress factors can be
from a person`s environment (external) or within an individual
psychological reaction (internal).
1.2.1 definition & introduction
Stress has a lot of definition to a lot of people. Depending
on the angle which you look at it, one can define stress in their
own way, but all agree that it affects people. The original
conception of stress was that it came as an environmental

pressure, afterwards it was agreed that it was as a strain from
within a human being. Stress is not a health defect. It should not
be put into the same category as health conditions. Although, it
is a sign of very harmful emotional and physical strains. Stress
can therefore be defined as harmful physical and emotional
response which is caused by imbalances between perceived
demands and perceived resources and individuals abilities to
cope with the said demands.(reference) A further definition of
stress will be; a psychological and physical state which will
result when the resources of a particular individual are not
sufficient to cope with the individuals demands and pressures.
Stress thus differs in situations and individuals. (reference)
There are acute responses to stress and this fall in different
areas. In feelings the responses may be such as depression,
anxiety, fatigue and irritation. In the behaviour responses would
be like, withdrawal, extra aggressiveness, being unmotivated
and tearful. When thinking the responses of stress includes
difficulties in problem solving and lack of concentration. The
physical symptoms of stress include feeling of nausea and
headache
1.2.2 Models of stress
Person – environment fit model
There are many theories that explain the person – fit
model but all of them carry one main assumption. That people
will seek out and will create environments that will allow them
to behaviourally manifest their characters. An example is
dominant people will definitely seek leadership especially
politically. It also explains further that the extent to which
people fit their environments at work has very significant
consequences with far better results.
This theory is very important in career development as it
makes great interventions in career planning, making decisions
and adjustments. It helps people to understand and solve career
related issues. By theoretically assessing relevant constraints
relating to individuals and the environment this theory forms a

key part in career counselling. The results are incorporated into
counselling to help clients in developing their careers.
The arguments of person environment fit theories are that
people have fundamental needs to fit in their environments and
that the degree of fit between these people and the environment
in which they work in is positively related to important
individual results.
There are many challenges of the personal- fit environment.
The first challenge is the dimensionality of the theory. In the
past the theory was termed as ‘elusive’. This means that
researchers were unclear of the theory. The main argument
about the fit was that studying it alone as a single dimension
was inconsistent with how individuals experienced it. This is
because people have many dimensions of the environment.it has
been argued that many researchers had covered limited number
of content dimensions. This creates problems which include
issues with content validity and criteria incomplete
determinants.
The other challenge is how to integrate all the theories of
personal environment model. There have been recent
developments on the theory from the single dimension to
multiple theories on fit. The integration of these theories would
allow researchers to give a clear picture of the person
environment fit phenomena and investigate the unique effects of
each theory.
The third challenge will involve the simultaneous assessing of
contributions of various types of the theory to the theoretically
related outcome constructs. The last challenge is linked with
assessments of the function of the multi-dimensional construct
of the fit theory. A construct is usually described as a
superordinate when the relationship is flowing from the
constructs to its dimensions. It is described as aggregate when
the relationships are flowing from the dimensions to the
constructs.
Job characteristic model
This describes the relationship between the job and the

characteristics and the responses of the individual to work. It
specifies the condition of the task in which the individual is
predicted to prosper in their work. This theory is characterized
by five dimensions that prompt three psychological states that
lead to various beneficial personal and work outcomes. The five
job characteristics are as follows.
· Skill variety – refers to the degree to which a job requires
different variety of activities in carrying out the work by
involving the use of different number of skills and talents of the
individual.
· Task identity – refers to the degree to which the job requires
completion of a whole, identifiable piece of work,
· Task significance- refers to the degree that the job will impact
substantially on other people’s lives, directly or indirectly.
· Autonomy – refers to the degree in which the job provides
substantial freedom and independence to the worker.
· Job feedback – providing the individual with direct and clear
information about the effectiveness of their performance.
This theory suggests that positive feelings flow from good
performances and negative feelings emanate from poor
performances. If a certain job is low in how it motivates the
workers then the performances will be low. If the job is high in
motivating employees then the outcomes will be high. Personal
growth and development are very crucial in determining
response in high motivating potential. This personal growth
needs strength.
Diathesis model
Diathesis stress model suggest that the combination of the
preexisting diatheses and the stressors will together predict
depression development. Kit goes further ahead and states that
any individual who think negatively about the world will most
certainly show symptoms of depression when faced with real
life stress.
There are different theories that concur with the diathesis
stress model. The first example is the Beck’s cognitive Triad
Model which suggests that all negative thoughts about the

world, future and of the people themselves contribute to stress
development. These views affect one’s process of information
and make the individuals susceptible to mental health issue
when negative situations arise.
The other theory is the Learned Helplessness Model which
simply suggests that feeling helpless leads to depression.
These two models depend on a stressful event occurring on
the individual; therefore an individual with a negative cognitive
style may never encounter depression. This is because that
person never encountered a stressful event. This theory is
therefore not satisfactory I explaining stress in individuals.
Both stress and cognitive lifestyle are known to contribute to
depression. Stress in itself is a depression predictor.
Job demand resource model
This one relates the demand of a specific job to the outcome
of the job and it divides the work environments characteristics
to two; job demands and job resources. These job demands are
the physical, social, or organizational job aspects requiring
sustained physical and/or psychological effort and are,
therefore, associated with physiological and/or psychological
costs. Job resources on the other hand are divided into three.
These are the physical, social or organizational elements of the
job that;
a) Achieve work-related goals.
b) Reduce the demands of jobs and its associated physiological
and psychological costs.
c) Stimulate personal growth and development.
These two categories of work characteristics evoke two
relatively independent psychological processes. According to
the health impairment process, high job demands, which require
sustained effort, may exhaust employees’ resources and lead to
energy depletion and health problems
the conservation of resources theory defines resources as
entities that are either centrally valise or they act as a means to
obtain centrally valued means. There are four types of
resources; objects, conditions, personal traits and energies.

The recent studies of this theory focusses on two main
assumptions of the conservation of theory . the first assumption
states that individuals invest their resources in order to deal
with threatening conditions and to help prevent themselves from
encountering negative outcomes. The second assumption is that
individuals strive to accumulate the resources they want to
protect.
These two theories share some few things. The first is that
both assume a moderating role of resources in the relationship
between demands and negative outcomes. They also assume that
the availability of job resources would lead to an accumulation
of job resources and therefore more positive outcomes in the
workplace.
Personal resources are the aspects of the individual that are
linked to resilience and these refer to the individual’s sense to
impact and control the environment successfully.
Effort reward imbalance model
This is one of the most popular work stress models and
considers the role of situational, personal and social factors in
workplace trouble. It has its origin in medical sociology and
emphasizes both the effort and reward structure of work. It is
based on the assumption that benefits of work depend on a
reciprocal relationship between efforts and the rewards offered.
The efforts would represent job demands that are imposed by
the employee. This model sttes that work characterized by both
high efforts and low rewards represents a deficit that is
reciprocal between costs and gains.
This model emphasizes the imbalance between efforts spent at
work and the rewards received after. This model was formulated
to answer questions that the person environment could not
answer.
This theory has some loopholes and need strengthening. This
is because the model provides support that is inconsistent for
the theoretically proposed moderating role of the environment.
The previous work has also rarely assessed additional
personality traits or coping mechanisms that are relate to the

model. This has further limited our knowledge of the individual
differences involved in moderating employees’ response to the
stimuli of effort reward imbalances
The other area needed to be strengthened is the relation to
the measurement of the reward component. The model
conceptualizes reward according to a multi-dimensional
definition but the bulk of the research tends to utilize a
composite reward indicator. There have been emerging evidence
to suggest that the rewards in the model may have differing
effects depending on the outcome.
The third area of contention involves the research designs that
are being used to investigate this model. The research has
grown over the past decade and most of the study only tends to
focus on physical and physiological health. These are the
common factors that cause stress in workplace environment.
(discuss the impact of these factors on productivity)
1.2.3 Common causes of workplace stress
The first source of stress is the working conditions. These
will definitely fall under poor working conditions. Many
research findings have shown that work performance is
proportional to working conditions, if the working conditions
are good then work performance increases. If the working
conditions are poor then work performance reduces. These poor
working conditions that led to increase in stress would include
bad lighting, noise in the work place bad temperatures, lack of
or insufficient oxygen and lack of proper air conditioning. All
these create negative environmental stressors and their effects
over a long period of time will increase stress. The other
characteristic of working conditions that increases stress would
be timelines; these include time pressure and tasks with
deadlines. These deadlines within organizations cause
unnecessary negative pressure and tension in employees. They
increase mental over load especially in jobs that need creative
thinking. They also affect emotions by making employees
restless; add a lot of tension and raises conflicts in the work

place.
The workplace is also another source of stress. Stress differs
according to the type of work someone does. There are seven
types of stress sources in the different workplaces. These
include;
I. The profession’s inner factors – like working conditions
II. The professional’s role in the organization – for example if
an employee is assigned a different role from what they are used
to then it will increase stress. The higher the individual is in an
organization also increases the level of stress.
III. Work relationships between employees – good relationships
between workers create a feel-good atmosphere in the
workplace and reduce stress of many employees.
IV. A worker’s personality and stress coping mechanism – for
example by taking a case of two types of personalities, extrovert
and introvert. An introvert would not feel comfortable working
with others while an extrovert would really find it difficult
working alone.
V. The culture and general atmosphere of the firm – this deals
with the values from top management in an organization. If
values are ones to demoralize workers and degrade them then it
will increase stress to the employees.
VI. Mechanisms to develop career – factors to increase stress
would include desire for job promotion, the feeling of job
insecurity and the lack of opportunities for developing career
like further studies and training.
VII. The employee’s connection between their home and
workplace – the relationship between a worker’s family and the
work greatly influences how they operate at work and the levels
of stress. (references)
1.2.4 Consequences of workplace stress
There are different areas in which effects of work related
stress, very many various disorders. It can cause three types of
strains, behavioral, physical and psychological. Physiological
disorders include blood pressure changes, breathing and

gastronomical disorders. Emotional disorders will include
depression, anxiety and low self-esteem.
There are psychological disorders, for example when a person is
very anxious about public speaking. They would tend to feel
nauseated or find it very difficult to speak in front of a group of
people. Some physical stress that would occur because of stress
include fatigue, headache, muscular aches, weight problems
Occupational stress is one major hazard in the workplace. It
can induce less productivity in the workplace, cause
absenteeism, displacement of labour force, and bringing about
work-related conflicts. Stress is associated with human life and
it is an integral part of human life.
Workplace stress causes a lot of damage and loss to both
employees and the organizations they work in. From studies
carried out in the United Kingdom, stress related diseases is
responsible for removal of 180 million workers annually.
Stress can also bring about negative impact on physical
health. The issues include backaches, stroke, heart diseases and
peptic ulcers. Longer exposure to stress may even cause stroke.
Variable to measure stress
Measuring of stress may be placed in six categories;
I. Cognitive – the load of information processing placed on a
person while they undertake specific duties.
II. Occupational – brought about due to demands of work.
III. Physical – brought about by physical pressure of the
environment.
IV. Emotional - brought about by psychological and
physiological triggers from emotions while working.
V. Social – brought about by inability to meet social demands in
a society
VI. Personal – this is personal and it comes from within an
employee in the workplace,
Stress can be measured in a stress measurement scale. The
variables in the scale will be five, in all places of work. This
can be done in questionnaires where people are interviewed
against different questions and the results recorded. These five

variables include;
· Extremely stressful (80%-100%)
· Very stressful (60% -80%)
· Stressful (40%-60%)
· Least stressful (20% -40%)
· Not stressful (0% -20%)
Stress can also be measured by how people cope with it. The
method is called coping strategy, it measures an individual’s
coping resources. A set of questions are written and for each
item the interviewee has to pick one option from the following;
never, sometimes, often, and/or always.
The altruism test is used to measure altruistic behaviours. The
test has twenty-five items. Of these twenty are positively
scored, the remaining five are negatively scored. Each item is
provided with three alternate responses. The responses range
from agree, cannot and disagree.
If for example a person is to be measured to find out how
depressed they are, the Beck Depression Inventory may be used.
This is a 21 item self- report where the interviewer rates the
extent to which they feel sad, energy loss or experienced other
systems of depression in a period of two weeks. The sum of the
ratings derived is the patient’s current level of depression. The
main point to note is that the measurements do not require any
instruments or procedures
The variable used to measure is usually straightforward and
very simple for measurement. These include age, sex, height,
weight and birth order. There are other variables which are not
simple like self-esteem, intelligence, personality traits and
emotional states. These are normally called constructs and
pronounced as CON- structs. They cannot be observed directly.
This is because they often represent tendencies to think, feel,
and act in certain ways. They also often involve internal
processes. For example fear, it involves activation of the central
nervous system along with certain kind of thoughts and feelings
that are not visible physically.

1.2.5 Management of workplace stress
There are two ways to manage stress in the workplace. These
include individual and organizational stress management.
Individual stress management involves training oneself to avoid
stressors. Organizational stress management involves setting up
of structures or interventions to reduce stressors. Some of these
interventions are creating flexible work schedules, proper
working conditions and proper physical environment for
workers. Organizational management may also include
psychological measures like offering support to employees,
control over work and active participation between employees.
1.3 Employee performance
1.3.1 employee performance definition
1.3.2 common standards of employee performance
1.4 Relationship between workplace stress & employee
performance
1.5 Conclusion
Work related stress is a major problem worldwide. It affects
both the health of an employee and the productivity of an
organization. This stress may lead to absenteeism from work,
lost time and therefore organizations incur losses. There are
many places an individual can get help from; the doctor,
psychologist, the manager or even a friend. Stress can hit
anyone at any time. There is however a difference between
pressure and stress. While pressure can be positive and push
people to work stress on the other hand occurs when this
pressure becomes excessive and prevents one for working
properly to bring out positive outcomes. It is therefore
important to manage stress early to reduce or prevent depression
and other major life issues.
Illustrated Excel 2013| Unit K: SAM Project 1a

Illustrated Excel 2013
Unit K: SAM Project 1a
Clef Notes Software
Modeling data with scenarios, what-if analyses, goal seek, and
solver
Project Goal
M Project Name
Project Goal
PROJECT DESCRIPTION
Benjamin Stein works at Clef Notes Software, a California
company that develops and sells music production software to a
broad range of clients including individuals, music
professionals, and music production companies and studios.
Benjamin has asked you to analyze the company’s current sales
statistics using the data tools in Excel to develop scenarios and
what-if analyses to help identify areas of future
opportunity.GETTING STARTED
· Download the following file from the SAM website:
· IL_Excel2013_UK_P1a_FirstLastName_1.xlsx
· Open the file you just downloaded and save it with the name:
· IL_Excel2013_UK_P1a_FirstLastName_2.xlsx
· Hint: If you do not see the .xlsx file extension in the Save file
dialog box, do not type it. Excel will add the file extension for
you automatically.
· With the file IL_Excel2013_UK_P1a_FirstLastName_2.xlsx
still open, ensure that your first and last name is displayed in
cell B6 of the Documentation sheet. If cell B6 does not display
your name, delete the file and download a new copy from the
SAM website.
· This project requires the use of the Solver add-in. If this add-

in is not available in the Analysis group (or if the Analysis
group is not available) on the DATA tab in the Ribbon, install
Solverby following the steps below.
· In Excel, click the FILE tab, and then click the Options button
in the left navigation bar.
· Click the Add-Ins option in the left pane of the Excel Options
window.
· Click on the arrow next to the Manage box, click the Excel
Add-Ins option, and then click the Go button.
· In the Add-Ins window, click the check box next to the Solver
Add-In option and then click the OKbutton.
· Follow any remaining prompts to install Solver. PROJECT
STEPS
Go to the Current Year worksheet. Open the Scenario Manager
and create a new scenario called Unit Sales Decrease 10% that
changes the values in the range $F$12:$H$12 (Hint: Two
scenarios are already defined for the Current Year worksheet).
Use the information shown in Table 1 as the values for the
changing cells. Table 1: New Scenario for Current Year
Worksheet
Microsoft product screenshot reprinted with permission from
Microsoft Incorporated. Copyright © 2014 Cengage Learning.
All Rights Reserved.
Changing CellValueF12 (Basic_Clef_Units_Sold)85500G12
(Premium_Clef_Units_Sold)42300H12
(Ultra_Clef_Units_Sold)3150
Show the results of the existing scenario named Unit Sales
Increase 10%.
Create a Scenario Summary Report for result cells B8:B10,
F13:H13.
In the Scenario Summary report worksheet, make the following
changes:
a. Delete Column D.
b. Delete the contents of cells B16:B18.
Go to the Profitability worksheet and create a one-input data

table by following these actions:
c. Enter a reference to cell B13 into cell G7 (Hint: The formula
in cell G7 should be =B13).
d. Select the range F7:G12 and create a data table using the
value in cell B12 as the column input cell.
e. Apply the Currency number format, with no decimal places,
to the range G8:G12.
Use Goal Seek to determine the number of Premium Clef units
that will need to be sold in order to make a gross profit per unit
of $250. Use cell C12 as the changing cell and cell C14 as the
goal cell.
Use Goal Seek to determine the number of Ultra Clef units that
will need to be sold in order to make a gross profit per unit of
$500. Use cell D12 as the changing cell and cell D14 as the goal
cell.
Go to the Subcontractor worksheet. Clef Notes software is
planning to release a new product, Treble Clef,and needs to
contract the manufacturing of the product out to three different
subcontractors. Create a Solver Model to Minimize the
Manufacturing_Total_Cost (in cell E13) to produce the required
number of Treble Clef units by following the directions below.
f. Use cell E13 (which has the defined name
Manufacturing_Total_Cost as the target cell, with the goal of
the solver set to determine the minimum value of that cell (Hint:
When you select the Min option in the Solver Parameters Dialog
box, you will not need to enter a specific target value).
g. Use the range B12:D12 as the changing variable cells.
h. Begin adding constraints in the Solver model by constraining
the values in the range B12:D12 to integers, as shown in Figure
1.Figure 1: Solver Model Constraints
Copyright © 2014 Cengage Learning. All Rights Reserved.
i. Add additional constraints to the Solver model as shown in
Table 2.Table 2: Additional Solver Model Constraints

Cell Reference
Comparison Operator
Constraint
B12:D12
>=
B17
B12 (which has the defined name Karma_Inc_Units)
<=
B18
C12 (which has the defined name Code_Crew_Units)
<=
B19
D12 (which as the defined name Lorenz_System_Units)
<=
B20
E12
=
B21
Confirm your Solver Parameters Dialog box matches Figure 2
(Hint: The constraints may be listed in a different order).Figure
2: Solver Parameters Dialog Box
j. Save your Solver Model by clicking the Load/Save button in
the Solver Parameters Dialog box, selecting cell D17 in the
Load/Save Model dialog box (as shown in Figure 3), and
clicking Save button (Hint: Values representing the Solver
parameters will appear in the range D17:D26). After saving
your Solver Model, you will return to the Solver Parameters
Dialog box.
Figure 3: Load/Save Model Dialog Box

k. Click Solve in the Solver Parameter dialog box, keeping the
Solver
Solution
s in your workbook, and then click OK.
With the Solver

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