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R.VIMALAKESAN
A PROJECT REPORT
Submitted to the
of
IN
ANNA UNIVERSITY
CHENNAI 600 025
June, 2017
1
THE KAVERY ENGINEERING COLLEGE
(Affiliated to Anna University Chennai)
MECHERI, SALEM DT-636 453
PROJECT WORK
PHASE II
JUNE 2017
R.VIMALAKESAN
Register No: 612716631025
Of
MBA during the year 2016-2018.
-------------------------------------
----------------------------------
Head of the Department
Project Guide
Mrs .S.LEELA CHITRA MBA., M.PHIL
Mr. RAJA RAM, B.COM., MBA
………………………….
Internal Examiner
2
………………………
External Examiner
3
DECLARATION
Signature of candidate
R.VIMALAKESAN
(Reg.No.612716631025)
Lastly I would like to acknowledgment the whole hearted support of my family members, faculty
members and friends who supported me at various stages in completing this project work
successfully.
CONTENTS
ABSTRACT 11
1 CHAPTER – I
INTRODUCTION 12
CHAPTER – II
2
COMPANY PROFILE
33
CHAPTER – III
3 33
REVIEW OF LITERATURE
CHAPTER – IV
4
RESEARCH METHEDOLOGY 37
5 CHAPTER – V
FINDINGS 81
SUGGESTIONS 82
CONCLUSION 83
QUSTIONAIRE 84
BIBLIOGRAPHY 86
LIST OF TABLE
TABLE PAGE
TITLE
NO NO
In today's economy, one of the most pressing issues that corporations face is the
differentials in the rate of wages. Have you ever stopped to wonder what causes the rates
of wages to differ in the workforce? Let's take a closer look at four of the most prominent
reasons behind variance in wage rates, including human capital, working conditions,
discrimination, and government actions.
The relationship between wage rates and human capital is based on a relationship
between the income or revenue that each employee brings into an organization and his or
her wages. The concept of human capital also helps to explain the idea of supply and
demand with respect to wage rates. Let's take a look at a supply and demand curve.
When a market has skilled workers (which is directly related to human capital),
the demand for those workers increases because they are difficult to replace. The end
result is higher wages for these employees as compared to unskilled workers, who are
easier to replace and thus command lower wages.
Wage differential is a term used in labour economics to analyze the relation between the
wage rate and the unpleasantness, risk, or other undesirable attributes of a particular job.
A compensating differential, which is also called a compensating wage differential or an
equalizing difference, is defined as the additional amount of income that a given worker
must be offered in order to motivate them to accept a given undesirable job, relative to
other jobs that worker could perform. One can also speak of the compensating differential
for an especially desirable job, or one that provides special benefits, but in this case the
differential would be negative: that is, a given worker would be willing to accept a lower
wage for an especially desirable job, relative to other jobs.
The idea of compensating differentials has been used to analyze issues such as the risk of
future unemployment, the risk of injury, the risk of unsafe intercourse, the monetary
value workers place on their own lives, and in explaining geographical wage differentials
There is a wide literature dealing with geographical wage differentials. Following the
neoclassical assumption of clearing labour markets, where there is a more attractive area
to live in and if labour mobility is perfect, then more and more workers will move to this
area which in turn will increase the supply of labour in this area and in turn depress
wages. If the attractiveness of that area compared to other areas do not change, the wage
rate will be set at such a rate that workers would be indifferent between living in areas
that are more attractive but with a lower wage and living in areas which are less attractive
and with a higher wage. Henceforth, a sustained equilibrium with different wage rates
across different areas can happen
The theory of compensating wage differentials provides a theoretical framework to
explain why the ‘underlying’ structure of pay differs between geographical areas.
Competition in labour markets ensures that the net advantages of different jobs will tend
to equality. Thus, higher pay in some areas of the country is expected where the cost-of-
living is higher while higher pay is also necessary to compensate for a less pleasant
working environment. The rate of pay in the private sector represents (according to the
hypothesis) the exact rate necessary to attract and retain staff. Thus all else equal a higher
rate of pay in one area means that this area is less attractive (either has low amenity levels
or higher cost-of-living). The pay offered in this area is set to counter the relative
unattractiveness of the region. Some empirical studies have tried to test this assumption.
Most of this research is interested in inter geographical wage disparities. The research ask
the question: how can geographical wage differentials be explained?
Most of the empirical results from the literature attempt to decompose the geographical
wage differentials according to human capital characteristics. Areas with more skilled
workers will tend to have higher mean wages. Though, average wages may differ among
different areas because they offer different levels of amenities. It is usually believed in
economics that wages in areas where the level of amenity is high comparatively to other
areas will be lower. Empirical research has attempted to measure area characteristics in
order to measure this effect on average wages. Though, some characteristics may be
attractive for some workers but because workers may have different utilities, other
workers may not be attracted by these characteristics. The following assumption is
usually made: workers among a similar occupation will share similar utility function,
then it is possible to measure the characteristics of areas on the mean wage of a particular
occupation me articles have brought evidence that wages differ across areas in different
countries using a decomposition analysis of the mean wage. In 1992, Reilly used this
decomposition technique to decompose wage differentials between 6 local labour markets
in the UK. The decomposition allows to decompose mean wage differences into two
parts, one which is the consequence of individual characteristics in those 6 labour
markets and the other one which is due to unexplained differences. The author finds that
the differences in wages between labour markets is at around 20%, and that between
Aberdeen and Rochdale, 50% of this difference is explained by workers' characteristics,
the other part is not explained. The unexplained differences can be thought of being
consequences of differences in local areas attractiveness. Though this author does not
give any evidence that this is the case. Similar results are obtained by García and Molina
The rate of wages in the workforce will also experience changes due to working
conditions in the workplace. Typically, in these scenarios the more dangerous or unsafe
the work environment, the higher the pay. This is also known as hazard pay. Any job or
work duties that have a higher potential to cause distress or possible injury are subjected
to higher wages than found in safer work environments.
For example, imagine that you are an employee in a manufacturing plant and your
duties include transporting wood on planks that are located some 200-300 feet above the
ground. Due to the fact that you are working 200-300 feet above the ground, this poses a
significant threat for severe injury or worse. In these situations, your wage rates will be
higher to compensate you for the risks inherent in your working conditions. Some
examples of these types of jobs include the following:
Experience and skill. At the end of the day, what a worker can actually
accomplish is going to be the biggest determinant of pay. A skilled litigator with a
law degree from Harvard is going to earn substantially more than an unskilled
litigator with a law degree from Harvard. Typically, skill and ability are result of
experience. Employers look at years of experience as a good indicator of a
worker's skill level and productivity. Workers with both experience and in-
demand skills usually earn more that workers in the same occupation that lack
similar skills and experience.
Location. Wages for workers in the same occupation, and position, can vary
drastically from one state to another. This is usually a function of cost of living.
For example, a correctional officer employed in California, where the cost of
living is relatively high, can make as much as $70,000 a year. A correctional
officer employed in Kansas, where the cost of living is relatively low, typically
won't make more than $55,000 a year.
Job description and responsibilities. Even within the same occupation, workers
may have varying jobs and responsibilities. Those with greater responsibility may
receive greater remuneration than those with less responsibility, or whose jobs
involve less complex tasks.
The following are the occupation groups that have a wage difference greater than
$100,000. (Again, wage difference is difference between the top 10% of wage earners
and lowest 10% of wage earners in an occupation.)
Healthcare
Management
Other
Below we'll explore each occupation group in detail, examining wage variations, median
annual wages and wage differences.
Industry is also a big factor when it comes to earning potential. For example, directors
and producers working in advertising and public relations industries make just over
$90,000 a year, nearly twice as much as directors and producers working in theater, who
make a median annual wage just over $49,000 a year.
Next to industry, location has the largest impact on earning potential and wage difference
for these occupations. The median annual wage for art directors working in New york is
roughly $114,000. The median annual wage for art directors working in South Carolina is
$44,120. However, it's important to take into account the fact that cost of living in South
Carolina is substantially lower than it is in New York.
Healthcare
There is a substantial wage differences between healthcare workers at the top of the pack
versus those at the bottom of the pack. Big wage differences in healthcare occupations is
due in large part to varying levels of education, credentials and experience. Before
healthcare workers can becoming top wage earners they typically must complete several
years of on-the-job training and/or a residency program (which can last up to 8 years).
During periods of training and residency, pay for workers is typically much lower than it
is for licensed, experienced healthcare workers and professionals.
Total Lowest
Highest 10%Wage
Occupation Employme Median wage 10% wage
wage earners difference
nt earners
$120,70 $50,40 >$187,0 >$137,0
Podiatrists 8,900
0 0 00 00
$101,40 $52,30 >$187,0 >$135,0
Optometrists 33,300
0 0 00 00
$>187,0 $60,90 >$187,0 $126,00
Internists 48,400
00 0 00 0
$182,00 $62,00 >$187,0 >$126,0
Psychiatrists 25,000
0 0 00 00
$149,50 $70,00 >$187,0 >$117,0
Dentists 98,000
0 0 00 00
Prosthodonti $100,30 $70,00 >$187,0 >$117,0
650
sts 0 0 00 00
General $180,20 $72,00 >$187,0 >$115,0
125,000
Practitioners 0 0 00 00
Chiropractor $31,40 $143,80
29,800 $66,700 $112,000
s 0 0
Orthodontist >$187,0 $79,00 >$187,0 >$108,0
6,200
s 00 0 00 00
$52,50 $157,00 $105,00
Veterinarians 62,500 $87,600
0 0 0
Source: U.S. Bureau of Labor Statistics (BLS) OES survey. Lowest and highest
wage earner percentiles rounded to nearest hundred and thousand, respectively.
Wage estimates above $187,000 are not available.
Location, speciality, and client base are also major factors affecting wages for healthcare
workers. Doctors, chiropractors, and veterinarians are also likely to earn more money as
the build their client base over time.
Like professionals working in other occupations, healthcare workers can earn more
depending on which state they work in, and whether or not they work in a major
metropolitan area. Veterinarians working in College Station, Texas can expect to earn a
median annual wage of just over $40,000. If that same veterinarian were to move his or
her practice to any of the major metro areas in California, they could expect to make over
$170,000 a year, a difference of $130,000.
Employment area and specialty also influence wage, and account for wage differences
within the same occupation. For instance, an psychiatrist working in psychiatric hospital
or substance abuse center can make on the upwards of $171,000 a year, while a
psychiatrist working for an insurance carrier is likely to make no more than $97,000 a
year.
Management
General managers, for example, can have vastly different responsibilities, job
descriptions and pay depending on the industry and employer. A general manager for a
popular sports team, who is responsible for coordinating events, promotions, interviews
with athletes, advertising and managing the teams financial affairs can easily make over
$250,000 a year. A general manager for a local Taco Bell fast food restaurant will have a
very different job description and can expect to make no more than $45,000 a year.
Consequently, managers experience a very high wage difference - up to $142,000.
Total Lowest
Median Highest 10%Wage
Occupation Employme 10% wage
wage wage earners difference
nt earners
Advertising 29,300 $96,700 $45,00 >$187,00 >$142,00
Managers 0 0 0
General 2,050,00 $45,10 >$187,00 >$142,00
$97,300
Managers 0 0 0 0
Sales $111,00 $53,60 >$187,00 >$133,60
360,000
Managers 0 0 0 0
Public
$55,40 >$187,00 >$132,00
Relations 57,000 $102,00
0 0 0
Managers
Benefits $108,00 $58,40 >$187,00 >$129,00
16,400
Managers 0 0 0 0
Financial $115,30 $62,50 >$187,00 >$124,70
518,000
Managers 0 0 0 0
Higher
Education $50,20
131,000 $88,400 $174,000 $123,000
Administrato 0
rs
Human
$102,80 $60,40
Resource 116,600 $184,000 $123,000
0 0
Managers
Marketing $127,10 $66,00 >$187,00 >$121,00
184,500
Managers 0 0 0 0
Training $102,00 $57,90
29,900 $178,400 $120,000
Managers 0 0
Natural
$120,00 $70,00 >$187,00 >$117,00
Sciences 53,300
0 0 0 0
Managers
Chief
Executive $173,30 $72,80
246,000 $187,000 $114,000
Officer 0 0
(CEO)
CIS $127,70 $78,50 >$187,00 >$109,00
330,000
Managers 0 0 0 0
Purchasing $106,00 $60,90
70,900 $169,000 $108,000
Managers 0 0
Health 310,300 $92,800 $55,90 $161,000 $105,000
Services 0
Managers
Engineering $130,60 $83,80 >$187,00 >$103,60
179,300
Managers 0 0 0 0
Administrati
$45,60
ve Services 268,800 $83,800 $149,000 $104,000
0
Managers
Industrial
$56,30
Production 167,000 $92,500 $158,000 $102,000
0
Managers
Source: U.S. Bureau of Labor Statistics (BLS) OES survey. Lowest and highest
wage earner percentiles rounded to nearest hundred and thousand, respectively.
The same factors affecting wages for all other occupations also affect wages for
management professionals. Education level, job description and responsibilities,
experience, and industry of employment all contribute to differences in pay among
managers. Greater variations in these factors contribute to a relatively large wage
difference among management occupations. Typically, the more technical the industry is,
the more a manager can expect to make. Engineering, information technology and life
science managers usually earn up to 3 times as much as managers in industries that are
non-technical, such as fast food services, etc.
As is the case with sales and business occupations, many managers can increase their
earnings through performance based bonuses and commissions.
It's been said, if you want to know exactly how much you're worth, go into sales. Some of
the richest and poorest people in the world are sales professionals. Sales people, many of
whom work in financial service occupations, are paid a commission that's tied directly to
their performance. Some sales professionals are paid a base salary plus commission,
while others are paid purely commission. Sales professionals that are adept at their trade,
can earn substantial commissions. Many skilled sales professionals prefer being paid on
straight commission since their upward earning potential is unlimited.
Most companies have products that need to be sold to consumers or other businesses.
Sales professionals work in just about every industry, at some level. A few industries,
such as real estate, almost exclusively employ sales professionals. A real estate agent's
wage is based almost entirely on commission, which is calculated as a percentage of the
gross sales amount. Hence, real estate agents that sell more expensive properties typically
earn more, on a per sales basis, than agents who sell less expensive properties. However,
commissions can also be based on volume sales - the more you sell, the higher the
commission percentage per sale.
The table below shows the sales, business and financial occupations where there is at
least a $100,000 wage difference between workers as of May 2014.
Total Lowest
Median Highest 10%Wage
Occupation Employme 10% wage
wage wage earners difference
nt earners
Business
Managers
and Agents
$64,20 $27,60 >$187,00 >$160,00
of 11,900
0 0 0 0
Entertainers,
Athletes and
Artists
Financial 316,400 $72,00 $32,20 >$187,00 >$155,00
Services 0 0 0 0
Sales Agents
(including
securities
and
commodities
sales
persons)
Real Estate
$57,40 $23,90
Agents and 38,700 $179,000 $155,000
0 0
Brokers
Financial
$81,00 $35,50 >$187,00 >$152,00
Planners and 196,500
0 0 0 0
Advisors
First-line $71,60 $36,10
250,000 $148,400 $112,300
Supervisors 0 0
Wholesale
and
$75,10 $37,50
Technical 335,600 $149,000 $112,000
0 0
Sales
Professionals
Financial $78,60 $48,20
262,600 $155,000 $107,000
Analysts 0 0
Sales $96,30 $55,90
68,200 $160,000 $104,000
Engineers 0 0
Management $80,90 $45,40
588,000 $148,000 $102,800
Analysts 0 0
Financial $76,30 $44,70
36,800 $146,000 $102,000
Examiners 0 0
Source: U.S. Bureau of Labor Statistics (BLS) OES survey. Lowest and highest
wage earner percentiles rounded to nearest hundred and thousand, respectively.
Even though a large part, if not all, of a salesman's pay is based on commission,
experience, level of education, and industry of employment are all factors that determine
total annual compensation, and contribute to large wage differences among sales related
occupations. A sales rep with 10 years of sales experience under his belt is likely to make
higher volume of sales, hence a higher wage, than a new sales rep just getting her feet
wet.
Industry is also a big determinant of wage among sales occupations. Successful financial
sales professionals, such as personal wealth advisors, can make over $300,000 a year in
commissions, where successful sales engineers are not likely to make more than
$150,000 a year. Even for sales professionals within the same occupation and position,
wages can vary dramatically. Financial advisors that focus acquiring and advising
wealthy clients usually make much more than financial advisors who work with small
families and individuals with relatively low incomes.
Variations in pay and wage difference are also due to diverse levels of education among
supervisors and managers of sales professionals. A supervisor who oversees the sales
operations of technical or scientific products, and who has a graduate degree, is more
likely to have a higher wage than a sales supervisor in charge of a telemarking sales team,
where an advanced degree is not necessary, or required.
Education is a big factor affecting wage differences among science, math, and
engineering occupations. Obviously, jobs with higher education requirements typically
offer greater compensation. To become an electrical engineering technician usually
requires the completion of an associate's degree (sometimes a bachelor's) in electrical
engineering technology. The pay for electrical engineering technicians ranges from
roughly $50,000 to $75,000 a year. To become an electrical engineer you must obtain a
bachelor's or master's degree in electricial engineering. Electrical engineers make
anywhere from $75,000 to $95,000 a year.
Among science occupations, geoscientists have one of the largest wage differences (over
$140,000). This is due in part to variations in levels of education, however, it's also due to
the fact that many geoscientists recieve special pay for spending many months each year
working over seas while maintaining strenous, irregular work hours.
The table belows shows science, math and engineering oppucations that have a wage
difference greater than $100,000.
Total Lowest
Median Highest 10%Wage
Occupation Employme 10% wage
wage wage earners difference
nt earners
Geoscientists
$46,50 >$187,0 >$141,0
(not including 34,100 $90,000
0 00 00
geographers)
$110,00 $55,00
Physicists 16,800 $185,000 $130,000
0 0
$58,10
Actuaries 21,500 $96,500 $181,000 $123,000
0
$50,50
Economists 18,700 $95,700 $171,000 $120,000
0
Petroleum $130,00 $74,00 >$187,0 >$113,00
33,800
Engineers 0 0 00 0
$105,40 $52,20
Astronomers 1,660 $163,000 $110,500
0 0
Mining $52,80
8,300 $90,200 $159,000 $106,000
Engineers 0
Medical $43,20
100,800 $80,000 $148,000 $105,000
Scientists 0
Biophysicists
$44,30
and 31,400 $85,000 $149,000 $105,000
0
Biochemists
Mathematicia $103,70 $54,80
3,150 $157,000 $102,000
ns 0 0
Political $105,00 $52,20
5,650 $154,000 $102,000
Scientists 0 0
Source: U.S. Bureau of Labor Statistics (BLS) OES survey. Lowest and highest
wage earner percentiles rounded to nearest hundred and thousand, respectively.
In addition to level of education and location of employment, experience, industry and
credentials also influence earnings and wage differences among science, math and
engineering occupations. For many occupations, such as actuary, licensing must be
obtained and state exams must be past. Like medical professionials, many science, math
and engineering professionals must first gain experience working as a trainee for lower
pay until they gain experience, earn their credentials, and are able to demand higher
salaries.
In many occupations, especially research positions, even the highest level of education
doesn't equal a high starting salary. Biochemists, for example, who are required to earn a
Ph.D. often get their career started in entry-level postdoctoral research positions that do
not reflect their level of education, or future earning potential. As they gain experience,
their wage level will increase.
Industry is also a big determinant of pay. Economists who pursue career opportunities in
banking, with a few good years of experience under their belt, can look forward to a
generous salary of over $120,000 a year. Economists, with a comparable education,
working in government agencies and institutions, make about half that much.
Other Occupations
Other occupations with higher than average wage difference among workers include air
transportation, teaching, and law. Among these occupations, judges and magistrates have
the greatest wage difference. It's not uncommon for some judges to make $150,000 more
than other judges. Pay for judges is determined mostly by level of authority (position),
experience, and the complexity of legal cases they handle.
Other Occupations
Other occupations with higher than average wage difference among workers include air
transportation, teaching, and law. Among these occupations, judges and magistrates have
the greatest wage difference. It's not uncommon for some judges to make $150,000 more
than other judges. Pay for judges is determined mostly by level of authority (position),
experience, and the complexity of legal cases they handle.
In the case of law, location makes a huge difference in wage. All other things being equal,
a lawyer employed in Washington, D.C. metro area will make, on average, $154,000 a
year, while a similarly qualified lawyer in Western Montana makes under $50,000 a year.
CHAPTER-II
2.1 INDUSTRIAL PROFILE
History of healthy food industry
As the largest industry in 2006, health care provided 14 million jobs—13.6
million jobs for wage and salary workers and about 438,000 jobs for the self-employed. 7
of the 20 fastest growing occupations are health care related. Health care will generate 3
million new wage and salary jobs between 2006 and 2016, more than any other industry.
Most workers have jobs that require less than 4 years of college education, but health
diagnosing and treating practitioners are among the most educated workers.
Indian cuisine reflects a 5,000-year history of various groups and cultures
interacting with the subcontinent, leading to diversity of flavours and regional cuisines
found in modern-day India. Later, Mughal, British and Portuguese influence added to the
already diverse Indian cuisine.
The development of these cuisines has been shaped by Dharmic beliefs, and in
particular by vegetarianism, which is a growing dietary trend in Indian society. There has
also been Central Asian influence on North Indian cuisine from the years of Mughal rule.
Indian cuisine has been and is still evolving, as a result of the nation's cultural
interactions with other societies.
The variety of Fruit Juices, we offer includes Mango Juice, Apple Juice, Mixed
Juice, etc. Moreover, different flavors of Soft Drinks like Lemon Flavor, Orange
Flavor and many other is also what we offer. We have used rich quality ingredients with
no preservatives to manufacture the drinks as we value the health of the consumer. The
relishing, fresh and mouth watering taste of these drinks is what is greatly appreciated by
our clients.
We Value Your Health and Money
We are a firm, whose engaged in the manufacturing of fruit juices, that are considered to
be the best and most healthy beverage till time immortal. In today' time due to the intake
of junk food, lack of exercise and disturbed diets, the young an old are facing several
health issues. We understand that and therein bring forth a range of fresh fruit juices that
are not only healthy but extremely delicious. Moreover, we offer it at highly pocket-
friendly prices.
What We Offer?
Carbonated Beverage
o Soft Drinks
Paneer Soda
Fruit Juice
o Mango Juice
o Mixed Fruits
o Apple Juice
Based in a prime location in Kangayam, Tamil Nadu, India, we, Podaran Foods India
Pvt. Ltd., are an illustrious manufacturer trader and supplier dealing in assortment of
fruit juices and carbonated drinks. Our foundation stone was laid in the year 1969. Our
product range includes Soft Drinks, Paneer Soda, Mango Juice, Orange Flavor Drinks
and more. We formulate these drinks from natural, pure and excellent quality
ingredients, flavors, color, fruits, sugar etc, that is sourced from authorized vendors. We
have right facilities for manufacturing, testing, storing, packaging, and delivery of these
drinks and juices.
Paneer Soda
Fruit Juice
o Mango Juice
o Mixed Fruits
o Apple Juice
Secondary objectives:
To find out labor productivity and real compensation.
To know wage and employment determination
To analysis competitive and monophony markets
To study unions and wages rate
To analysis causes of wage differentials
to analysis pay- for performance plans
3.2 LIMITATION OF THE STUDY
The study restricts itself with in Kangayam
The study assumes that the information was given by the employees can be with
bias.
Some employees were hesitated to give their real opinion about job satisfaction
Only selected factors of job satisfaction have been taken in this study.
CHAPTER-IV
RESEARCH METHODOLOGY
INTRODUCTION
Research Methodology is a systematic way to solve a research problem; It
includes various steps that are generally adopted by a researcher in studying the problem
along with the logic behind them.
RESEARCH DESIGN
“A Research Design is the arrangement of conditions for collection and analysis
of data in a manner that aims to combine relevance to the research purpose with the
economy in procedure”. The research design adopted for the studies is descriptive
design. The researcher has to describe the present situation in order to know the
behaviour of the consumers. Hence descriptive research study is used. Descriptive
research can only report what has happened and what is happening.
METHOD OF COLLECTION
The study basically uses primary and secondary data. Primary data means data which is
fresh collected data. Primary data mainly been collected through personal interviews,
surveys etc Secondary data means the data that are already available.
Generally speaking secondary data is collected by some organizations or agencies which
have already been processed when the researcher utilizes secondary data; the process of
secondary data collection and analysis is called desk research.
Secondary data provides economy in time and cost. It is easily available and unbiased.
Secondary data may either be published data or unpublished data. For this study
secondary data were collected from the annual reports of the company and from the
company website. The study depends mainly on the primary data and secondary data
namely the text books, journals, newspapers, magazines and internet.
SAMPLING UNIT:
Sampling unit is in Podaran foods india private limited at Kangayam
Sample design
Convenience sampling techniques were used for the study.
TOOLS USED
STATISTICAL TOOLS USED
Statistical tools
The commonly used statistical tools for analysis of collected data are:
1. Percentage analysis
2. Chi Square.
Percentage analysis
This method is used to compare two or more series of data, to describe the
relationship or the distribution of two or more series of data. Percentage analysis test is
done to find out the percentage of the response of the response of the respondent. In this
tool various percentage are identified in the analysis and they are presented by the way of
Bar Diagrams in order to have better understanding of the analysis.
Number of respondents
Percentage of respondents = ______________________ X 100
Total respondents
Chi-square
Chi-square was done to find out one way analysis between socio demographic
variable and various dimensions of the program me.
(O – E)2
= ______
E
O – Observed value
E – Expected value
Problems faced By the Researcher
Some of the respondents were reluctant to fill the questionnaire because they felt
they did not understand English properly.
CHAPTER-IV
DATA ANALYSIS AND INTERPRETATION
TABLE: 4.1
TABLESHOWING THE CLASSIFICATION OF THE RESPONDENTS
BYGENDER
INFERENCE
The above table
NO. OF PERCENTAGE
shows that PARTICULARS RESPONDENTS 70% of the
(%)
respondents are male
and 30% of Male 140 70 the
respondents Female 60 30 are female.
GENDER
30
Male
Female
70
TABLE: 4.2
TABLE SHOWING THE CLASSIFICATION OF THE RESPONDENTS BY AGE
NO. OF PERCENTAGE
PARTICULARS RESPONDENT (%)
S
Below 25 years 56 28
26-35 Years 50 25
36-45 Years 52 26
Above 46 Years 42 21
TOTAL 200 100
INFERENCE
The above table shows that 28% of the respondents come under the age group of
below 25 years, 25% of the respondents come under the age group of 26-35 years,26%
of the respondents come under the age group of 36-46Years,and 21% of the respondents
come under the age group of above46 years.
Thus the majority of the respondents come under the age group of below25years.
CHART: 4.2
CHART SHOWING THE CLASSIFICATION OF THE RESPONDENTS BY AGE
AGE
28
30 25 26
PERCENTAGE
25 21
20
15
10
5
0
Below 25 years 26-35 Years 36-45 Years Above 46 Years
TABLE: 4.3
TABLESHOWING THE CLASSIFICATION OF THE RESPONDENTS
BYQUALIFICATION
NO. OF PERCENTAGE
PARTICULARS
RESPONDENTS (%)
HSC 42 21
Diplomo 34 17
UG 50 25
PG 40 20
Others 34 17
TOTAL 200 100
INFERENCE
The above table shows that 21% of the respondents come under the HSC
category, 17% of the respondents come under diplomo category,25% of the
respondents come under the UG category, and 17% of the respondents come under
other category.
Thus the majority of the respondents come under the UG category.
CHART: 4.3
CHARTSHOWING THE CLASSIFICATION OF THE RESPONDENTS
BYQUALIFICATION
QUALIFICATION
25
25 21 20
PERCENTAGE
20 17 17
15
10
0
HSC Diplomo UG PG Others
TABLE: 4.4
THE CLASSIFICATION OF THE RESPONDENTS BY YEARS IN SERVICE
NO. OF PERCENTAGE
PARTICULARS
RESPONDENTS (%)
1-10 Years 64 32
11-20 Year 50 25
21-30 Years 32 16
Above than31Years 54 27
Total 200 100
INFERENCE
The above table shows that 32% of the respondents come under 1-10 Years,
25% of the respondents come under11-20 Years , and16% of the respondents come
under the 21-30 Years , and 27% of the respondents come under above than 31 Years .
Thus the majority of the respondents come under the 1-10 years in service.
CHART: 4.4
THE CLASSIFICATION OF THE RESPONDENTS BY YEARS IN SERVICE
YEARS IN SERVICE
35 32
30 27
25
PERCENTAGE
25
20 16
15
10
5
0
1-10 Years 11-20 Year 21-30 Years Above than 31 Years
TABLE: 4.5
THE CLASSIFICATION OF THE RESPONDENTS BY MARITAL STATUS
NO. OF PERCENTAGE
PARTICULARS
RESPONDENTS (%)
Single 116 58
married 84 42
TOTAL 200 100
INFERENCE
The above table shows that 58% of the respondents are single and 42% of the
respondents are married.
MARITAL STATUS
42
Married
Unmarried
58
TABLE: 4.6
THE CLASSIFICATION OF THE RESPONDENTS BY NUMBER OF
DEPENDENTS
NO. OF PERCENTAGE
PARTICULARS RESPONDENT (%)
S
Two-Four 64 32
Five-Seven 40 30
Eight-Ten 44 22
More than ten 32 16
Total 200 100
INFERENCE
The above table shows that 32% of the respondents come under the Two-Four
dependents,30% of the respondents come under Five-Seven dependents, 22% of the
respondents come under the Eight-Ten dependents, 16% of the respondents come under
more than ten dependents.
Thus the majority of the respondents come two-four dependents.
CHART: 4.6
THE CLASSIFICATION OF THE RESPONDENTS BY NUMBER OF
DEPENDENTS
NUMBER OF DEPENDENTS
32 30
35
PERCENTAGE
30 22
25 16
20
15
10
5
0
Two-Four Five-Seven Eight-Ten More than ten
TABLE: 4.7
THE CLASSIFICATION OF THE RESPONDENTS BY WAGE/SALARY
NO. OF PERCENTAGE
PARTICULARS RESPONDENT (%)
S
Below 10000 64 32
11,000-15,000 60 30
16,000-20,000 44 22
More than25000 32 16
Total 200 100
INFERENCE
The above table level of satisfaction t 32% of the respondents come under salary
level of below 10,000, 30% of the respondents come under 11,000-15,000, 22% of the
respondents come under the 16,000-20,000, 16% of the respondents come under more
than 25000 monthly income
Thus the majority of the respondents come salary level of below 10,000 towards
monthly income
CHART :5.8
CLASSIFICATION OF THE RESPONDENTS BY WAGE/SALARY
WAGE/SALARY
35 32
30
30
25 22
PERCENTAGE
20
16
15
10
5
0
Below 10000 11,000-15,000 16,000-20,000 More than25000
TABLE: 4.8
FREEDOM IN EXECUTING THEIR WORKS
NO. OF PERCENTAGE
PARTICULARS RESPONDENT (%)
S
To a great extent 48 24
To some extent 52 26
To little extent 44 22
To no extent 56 28
INFERENCE
The above table shows that 24% of the respondents said that they have freedom to
a great extent , 26% of the respondents to some extent,22% of the respondents feel to
little extent , 28% of the respondents to no extent to the statement that adequate
freedom in executing their works
Thus the majority of the respondents said that they have no freedom at extent
statement that the adequate freedom in executing their works
CHART 4.8
FREEDOM IN EXECUTING THEIR WORKS
15
10
0
To a great extent To some extent To little extent To no extent
TABLE: 4.9
SATISFACTION WITH YOUR JOB
NO. OF PERCENTAGE
PARTICULARS RESPONDENT (%)
S
Highly Satisfied 40 20
Satisfied 54 27
Neutral 36 18
Dissatisfied 50 25
Highly dissatisfied 20 10
TOTAL 200 100
INFERENCE
The above table shows that 20% of the respondents are the highly satisfied, 27%
of the respondents are satisfied, 18% of the respondents feel neutral, 10% of the
respondents are the dissatisfied, 10% of the respondents are the highly dissatisfied
towards satisfied with your job
Thus the majority of the respondents come under the satisfied with your job.
CHART: 4.9
SATISFACTION WITH YOUR JOB
30 27
25
25
20
18
20
PERCENTAGE
15
10
10
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
TABLE: 4.10
SACTISFACTION IN EXISTING WAGE/SALARY
NO. OF PERCENTAGE
PARTICULARS RESPONDENT (%)
S
Highly satisfied 54 27
Satisfied 60 30
Neutral 12 6
Dissatisfied 40 20
Highly dissatisfied 34 17
TOTAL 200 100
INFERENCE
The above table shows that 27% of the respondents are highly satisfied, 30% of
the respondents are satisfied, 6% of the respondents feel neutral, 20% of the
respondents are dissatisfied, and 17% of the respondents highly dissatisfied towards
wage / salary
Thus the majority of the respondents with their satisfied towards wage /salary
CHART: 4.10
SATISFACTION EXISTING WAGE/SALARY
EXISTING WAGE/SALARY
30
27
30
25 20
17
PERCENTAGE
20
15
10 6
5
0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
TABLE: 4.11
OPINION ABOUT THE WORKING ENVIRONMENT
NO. OF PERCENTAGE
PARTICULARS
RESPONDENTS (%)
Highly satisfied 96 48
Satisfied 44 22
Neutral 20 10
Dissatisfied 40 20
Highly dissatisfied 4 2
TOTAL 200 100
INFERENCE
The above table shows that 48% of the respondents are highly satisfied, 22% of
the respondents satisfied, 10% of the respondents feel neutral, 20% of the respondents
dissatisfied, 2% of the respondents are highly dissatisfied towards opinion of working
environment
Thus the majority of the respondents are highly satisfied towards opinion of
working environment
CHART: 4.11
OPINION ABOUT THE WORKING ENVIRONMENT
50 48
40
PERCENTAGE
30
22 20
20
10
10
2
0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
TABLE: 4.12
FEELING ABOUT SECURED JOB
NO. OF PERCENTAGE
PARTICULARS RESPONDENT (%)
S
Yes 120 60
No 80 40
TOTAL 200 100
INFERENCE
The above table shows that 60% of the respondents feel that is secured and, 40%
of the respondents are do not secured job.
Thus the majority of the respondents feel that job secured.
CHART: 4.12
FEELING ABOUT SECURED JOB
40
Yes
No
60
TABLE: 4.13
SATISFIED WITH LEAVE FACILITIES
NO. OF PERCENTAGE
PARTICULARS RESPONDENT (%)
S
Yes 116 58
No 84 42
TOTAL 200 100
INFERENCE
The above table shows that 58% of the respondents are satisfied, and 42% of the
respondents are dissatisfied towards leave facility in the organization
Thus the majority of the respondents are satisfied towards leave facility by the
organization
CHART: 4.13
THE CLASSIFICATION OF THE RESPONDENTS BY SATISFIED WITH
LEAVE FACILITIES
Yes
42 No
58
TABLE: 4.14
GRIEVENCE HANDLING PROCEDURE IN INDUSTRY
NO. OF PERCENTAGE
PARTICULARS
RESPONDENTS (%)
Highly satisfied 60 30
Satisfied 48 24
Neutral 46 23
Dissatisfied 20 10
Highly dissatisfied 26 13
TOTAL 200 100
INFERENCE
The above table shows that 30% of the respondents are highly satisfied, 24% of
the respondents satisfied, 23% of the respondents feel neutral, 10% of the respondents
dissatisfied and 13% of the respondents are highly dissatisfied towards handling
procedure in your industry
Thus the majority of the respondents are highly satisfied towards handling
procedure in your industry
CHART: 4.14
GRIVENCE HANDLING PROCEDURE IN YOUR INDUSTRY
20
PERCENTAGE
13
15
10
10
0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
TABLE: 4.15
SATISFECTION WITH ESI AND PF
NO. OF PERCENTAGE
PARTICULARS RESPONDENT (%)
S
Highly satisfied 26 23
Satisfied 42 21
Neutral 32 16
Dissatisfied 20 10
Highly dissatisfied 60 30
20 16
PERCENTAGE
15 10
10
0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
TABLE: 4.16
TRAINING FACILITIES GIVEN BY THE MANAGEMENT
NO. OF PERCENTAGE
PARTICULARS RESPONDENT (%)
S
Yes 116 58
No 84 42
42
Yes
No
58
TABLE: 4. 17
OPINION ABOUT CANTEEN ROOM
NO. OF PERCENTAGE
PARTICULARS RESPONDENTS (%)
Highly satisfied 60 30
Satisfied 48 24
Neutral 46 23
Dissatisfied 20 10
Highly dissatisfied 26 13
20
13
15 10
10
5
0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
TABLE: 4.18
OPINION ABOUT TRANSPORT FACILITIES
NO. OF PERCENTAGE
OPINION RESPONDENT (%)
S
Highly satisfied 96 48
Satisfied 44 22
Neutral 20 10
Dissatisfied 40 20
Highly dissatisfied 4 2
TRANSPORT FACILITIES
48
50
45
40
35
PERCENTAGE
30
22
25 20
20
15 10
10
2
5
0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
TABLE: 4.19
OPINION ABOUT SAFETY MEASURES
NO. OF PERCENTAGE
OPINION RESPONDENT (%)
S
Highly satisfied 60 30
Satisfied 48 24
Neutral 46 23
Dissatisfied 20 10
Highly dissatisfied 26 13
20
13
15 10
10
5
0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
TABLE: 4.20
OPINION ABOUT BONUS SCHEMES
NO. OF PERCENTAGE
PARTICULARS RESPONDENT (%)
S
Highly satisfied 46 23
Satisfied 42 21
Neutral 32 16
Dissatisfied 20 10
Highly dissatisfied 60 30
TOTAL 200 100
INFERENCE
The above table shows that 23% of the respondents are highly satisfied, 21% of
the respondents are satisfied, 16% of the respondents feel neutral, 10% of the
respondents are dissatisfied, and 30% of the respondents are highly dissatisfied towards
the bonus schemes provided by the organization.
Thus the majority of the respondents are highly dissatisfied towards bonus
schemes provided by the organization
TABLE: 4.20
OPINION ABOUTBONUS SCHEMES
BONUS SCHEMES
30
30
23
25 21
20 16
PERCENTAGE
15 10
10
0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
CHI SQUARE ANALYSIS -1
Step1:
Null hypothesis (Ho):
There is no significance relationship between gender of the respondent and satisfaction
wage with your job
Alternative hypothesis (H1):
There is some significance relationship between gender of the respondent and satisfaction
wage with your job
Step 2:
Level of significance at 5%
Step 3:
GENDER SATISFACTION WAGE WITH YOUE JOB
Highly Satisfied Neutral Dissatisfied Highly TOATL
satisfied dissatisfied
Male 15 17 12 20 6 70
Female 5 10 6 5 4 30
TOTAL 20 27 18 25 10 100
Step 4:
14 18.9 12.6 17.5 7
Total
6 8.1 5.4 7.5 3
Expected frequency:
Step 5:
O E (O-E) (O-E)2 (O-E)2/E
15 14 1 1 0.071429
5 6 -1 1 0.166667
17 18.9 -1.9 3.61 0.191005
10 8.1 1.9 3.61 0.445679
12 12.6 -0.6 0.36 0.028571
6 5.4 0.6 0.36 0.066667
20 17.5 2.5 6.25 0.357143
5 7.5 -2.5 6.25 0.833333
6 7 -1 1 0.142857
4 3 1 1 0.333333
100 100 0 24.44 0.2444
Degree of freedom:
(R-1) (C-1) At the 5% Level
(5 -1) (2-1) Table Value = 0.620339
4 Calculated Value =0.24
Step 6:
Calculated chi– Table Value @ Degree of
Factor Remarks
Square Value 5% Level Freedom
Occupation of the
respondents and factors
0.24 0.620339 4
that influence to Accepted
.
INFERENCE:
The calculated value is (0.24) less than table value (0.620339). So, Null
The company should increase the salary of the employees, on par with other
Podaran Foods India Private Limited or else, it should give other allowances like
leave the factory. The management should monitor that the grievance handling
transport facilities for the employees from the quarters to the factory. Likewise
school going children’s of staff should be provided with proper transport facilities.
And transport facilities should be made for purchasing groceries and vegetables
The company should try to improve the safety measures, giving extra care for
medical facilities
5.3 Conclusion
One can also speak of the compensating differential for an especially desirable
job, or one that provides special benefits, but in this case the differential would be
negative: that is, a given worker would be willing to accept a lower wage for an
especially desirable job, relative to other jobs.
Carried out to find out the present level of satisfaction at the work place. The
study concentrated on the facilities and benefits provided, their level of satisfaction and
the factors that have an impact on the employees overall satisfaction.
The study has revealed various factors that have an impact on the employee’s
productivity, behaviour and attitude in the work place. The study have also suggested
various measures to improve the current satisfaction level and it is the management to
improvise on these finding and accept the suggestion to implement for the betterment of
both organizational and individual growth and development.
QUESTIONNAIRE
A STUDY ON WAGE DIFFERENTIAL OCCUPATION VS SKILLS TOWARDS
PODARAN FOODS INDIA PRIVATE LIMITED AT KANGAYAM
1. Name:
2.Gender
a) male b) female
3.Age
a) Below 25 Years b) 25-35 Years c) 36-45 Years
d) Above 45 Years
4. Educational Qualification:
a) HSC b) Diplomo c) UG d) PG e)
Others
5. Years in service:
d) More than 10
8. Wage/Salary:
a) RS <10, 000 b) RS 11000-15000 c) RS 16000-20000
1. Kothari C.R., Research Methodology, K.K. Gupta for New Age International (P)
3. David S. Rubin., Statistics for Management, Prentice Hall of India private Ltd,
New Delhi.
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