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“A STUDY ON WAGE DIFFERENTIAL OCCUPATIONAL VS SKILL PODARAN

FOODS INDIA PRIVATE LTD KANGAYAM”


By

R.VIMALAKESAN

A PROJECT REPORT

Submitted to the

FACULTY OF BUSINESS ADMINISTRATION

In partial fulfillment of the requirements


for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

IN

DEPARTMENT OF MANAGEMENT STUDIES

THE KAVERY ENGINEERING COLLEGE

ANNA UNIVERSITY
CHENNAI 600 025
June, 2017

1
THE KAVERY ENGINEERING COLLEGE
(Affiliated to Anna University Chennai)
MECHERI, SALEM DT-636 453

DEPARTMENT OF MANAGEMENT STUDIES

PROJECT WORK

PHASE II

JUNE 2017

This is to certify that the project entitled

“A STUDY ON WAGE DIFFERENTIAL OCCUPATIONAL VS SKILL


PODARAN FOODS INDIA PRIVATE LTD KANGAYAM”
Is the bonafide record of project work done by

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

Submitted for the Project Viva-Voce examination held on……………………..

………………………….
Internal Examiner

2
………………………
External Examiner

3
DECLARATION

I affirm that the project work titled “A STUDY ON WAGE DIFFERENTIAL


OCCUPATIONAL VS SKILL PODARAN FOODS INDIA PRIVATE LTD
KANGAYAM” being submitted in partial fulfillment for the award of MASTER OF
BUSINESS ADMINISTRATION is the original work carried out by me. It has not
formed the part of any other project work submitted for award of any degree or diploma,
either in this or any other University.

Signature of candidate
R.VIMALAKESAN
(Reg.No.612716631025)

I certify that the declaration made above by the candidate is true.

(Signature of the Guide)


Mr.RAJA RAM B.E, MBA
ACKNOWLEDGEMENT

I hereby acknowledgement my sincere gratitude to The Kavery Engineering College and


Prof .Dr.V.DURAISAMY, M.E, Ph.d, FIE., The Principal, The Kavery Engineering College
and the Management for giving me an opportunity to undergo MBA Degree Course and to
undertake this project work.

I am highly indebted to my HOD Mrs. S.LEELA CHITRA , MBA. M.Phil. Department


of Management Studies, The Kavery Engineering College, for her constant motivation and
management insight. Her encouragement and valuable suggestions helped me throughout the
project.
I am highly indebted to my faculty guide and lecturer Ms .SATHIYA THANGAM.T,
B.E.,MBA, Department of Management Studies, The Kavery Engineering College, for her
constant motivation and management insight.
I express my sincere thanks to Jayalakshmi spinning mills limited for giving me the
opportunity to carry out a study in thesis esteemed organization. And I greatly privilege to
express my deep sense thankfulness to all the employees who provided me the necessary
information for the completion of this project.

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

S.NO PARTICULAR PAGE NO

ABSTRACT 11

1 CHAPTER – I

INTRODUCTION 12

CHAPTER – II
2

COMPANY PROFILE
33

CHAPTER – III
3 33
REVIEW OF LITERATURE

OBJECTIVE OF THE STUDY 34

SCOPE OF THE STUDY 35

LIMITATION OF THE STUDY 36

CHAPTER – IV
4

RESEARCH METHEDOLOGY 37

DATA ANALYSIS AND INTERPRETATION 39

5 CHAPTER – V

FINDINGS 81

SUGGESTIONS 82

CONCLUSION 83

QUSTIONAIRE 84

BIBLIOGRAPHY 86
LIST OF TABLE
TABLE PAGE
TITLE
NO NO

THE CLASSIFICATION OF THE RESPONDENTS BYGENDER


4.1 41
4.2 THE CLASSIFICATION OF THE RESPONDENTS BY AGE 43
SHOWING THE CLASSIFICATION OF THE RESPONDENTS
BYQUALIFICATION
4.3 45
THE CLASSIFICATION OF THE RESPONDENTS BY YEARS IN
SERVICE
4.4 47
THE CLASSIFICATION OF THE RESPONDENTS BY MARITAL
STATUS
4.5 49
THE CLASSIFICATION OF THE RESPONDENTS BY NUMBER OF
DEPENDENTS
4.6 51
THE CLASSIFICATION OF THE RESPONDENTS BY WAGE/SALARY
4.7 53
FREEDOM IN EXECUTING THEIR WORKS
4.8 55
SATISFACTION WITH YOUR JOB
4.9 57
SACTISFACTION IN EXISTING WAGE/SALARY
4.10 59
OPINION ABOUT THE WORKING ENVIRONMENT
4.11 61
FEELING ABOUT SECURED JOB
4.12 63
SATISFIED WITH LEAVE FACILITIES
4.13 65
GRIEVENCE HANDLING PROCEDURE IN INDUSTRY
4.14 67
SATISFECTION WITH ESI AND PF
4.15 69
TRAINING FACILITIES GIVEN BY THE MANAGEMENT
4.16 71
4.17 OPINION ABOUT CANTEEN ROOM 73
OPINION ABOUT TRANSPORT FACILITIES
4.18 75
OPINION ABOUT SAFETY MEASURES
4.19 77
OPINION ABOUT BONUS SCHEMES
4.20 79
LIST OF CHARTS
CHART PAGE
TITLE
NO NO

THE CLASSIFICATION OF THE RESPONDENTS BYGENDER


4.1 42
4.2 THE CLASSIFICATION OF THE RESPONDENTS BY AGE 44
SHOWING THE CLASSIFICATION OF THE RESPONDENTS
BYQUALIFICATION
4.3 46
THE CLASSIFICATION OF THE RESPONDENTS BY YEARS IN
SERVICE
4.4 48
THE CLASSIFICATION OF THE RESPONDENTS BY MARITAL
STATUS
4.5 50
THE CLASSIFICATION OF THE RESPONDENTS BY NUMBER OF
DEPENDENTS
4.6 52
THE CLASSIFICATION OF THE RESPONDENTS BY WAGE/SALARY
4.7 54
FREEDOM IN EXECUTING THEIR WORKS
4.8 56
SATISFACTION WITH YOUR JOB
4.9 58
SACTISFACTION IN EXISTING WAGE/SALARY
4.10 60
OPINION ABOUT THE WORKING ENVIRONMENT
4.11 62
FEELING ABOUT SECURED JOB
4.12 64
SATISFIED WITH LEAVE FACILITIES
4.13 66
4.14 GRIEVENCE HANDLING PROCEDURE IN INDUSTRY 68
SATISFECTION WITH ESI AND PF
4.15 70
TRAINING FACILITIES GIVEN BY THE MANAGEMENT
4.16 72
4.17 OPINION ABOUT CANTEEN ROOM 74
OPINION ABOUT TRANSPORT FACILITIES
4.18 76
OPINION ABOUT SAFETY MEASURES
4.19 78
OPINION ABOUT BONUS SCHEMES
4.20 80
Abstract
I utilize unique firm-based data to examine firm-wage differentials among private
firms with ten or more workers in the capital area of Guatemala City. Approximately one-
seventh of the overall hourly earnings variation in this sector is related to firm effects not
captured by other observable characteristics of individuals and firms. For most variables,
including observable characteristics of firms used in most previous studies,
the bias from not including firm fixed effects in the estimation of log wage
equations is small in magnitude, though statistically significant. Wage differential is a
term used in labor economics to analyze the relation between the wage rate and the
unpleasantness, risk, or other undesirable attributes of a particular job.
Podaran Foods India Private Limited is a Private incorporated on 26 July 2013. It
is classified as Non-govt company and is registered at Registrar of Companies,
Coimbatore. Its authorized share capital is Rs. 85,000,000 and its paid up capital is Rs.
30,000,000.It is involved in Manufacture of other food products Podaran Foods India
Private Limited's Annual General Meeting (AGM) was last held on 09 September 2015
and as per records from Ministry of Corporate Affairs (MCA), its balance sheet was last
filed on 31 March 2015.
why do wages differ Some jobs pay more because they are less desirable. ... For
instance, construction pays more than retail sales because of these compensating
differentials, which are nonmonetary differences between jobs where higher or lower
wages are paid because of differences in the desirability of the job itself.
CHAPTER-I
1.1 Introduction of the study
Wage differential is a term used in labor economics to analyze the relation
between the wage rate and the unpleasantness, risk, or other undesirable attributes of a
particular job.

Reasons for Wage Differentials

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.

Wage Rates and Human Capital

As an employee, every individual would like to be paid fairly according to their


typical industry rates. Unfortunately, this is often not the case, and one of the reasons that
wage rates differ is human capital. Human capital can be defined as the collection of
knowledge, skills, abilities, and experiences that are found in a population or an
individual person, and that provide a value to them. The term human capital is often used
when people are attempting to describe just how valuable a person or population is to an
organization.

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

Wage Rates and Working Conditions

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:

 working with or near hazardous chemicals

 working with dangerous animals (i.e. lion trainer)

Why Wages Vary


There are a variety of factors that influence pay for jobs within the same occupation.
Frequently, the more variability there is in these factors, the greater the wage difference
between top wage earners and bottom wage earners within the occupation. For example,
there is very little wage difference between construction laborers in the housing industry
since skill and education requirements are pretty much the same for all workers - and
experience has little impact on a workers ability to perform routine tasks. However, there
is larger wage differences among business professionals, where experience, education
and employer vary from worker to worker within an occupation.

 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.

 Credentials. Professional certifications, licensing and advanced education all


contribute to wage disparity within an occupation. Obviously, those with
advanced education, professional licensure and industry certifications typically
earn more than those without similar credentials. Industry and vendor specific
creditials are also highly sought after by employers.

 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.

 Industry or employer. Wage difference among workers within an occupation is


often a function of industry and employer. Employer success, market dominance,
corporate culture and clientele are all factors influencing how much an employer
is willing to pay its employees. A wealth manager working for a commercial bank
may make much less than a wealth manager working with a highly specialized
boutique firm that only works with clientele of high net worth.

 Success and performance. Workers in occupations where pay is based on job


performance may have very high or very low wages. A successful car salesman
may make over $100,000 a year. A less successful car salesman, working for the
same company, may earn less than $40,000 a year.

Occupations With Traditionally High Wage Differences

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.)

 Arts, entertainment, and sports

 Healthcare

 Management

 Sales, business, and financial


 Science, math, and engineering

 Other

Below we'll explore each occupation group in detail, examining wage variations, median
annual wages and wage differences.

Arts, Entertainment, and Sports

To become a successful entertainer, artist or athlete requires years of practice, exceptional


skill and talent. Very few of these professionals every hit it big. But those that do make it
big, can look forward to a very lucrative career. The wage difference between the lowest
10% of wage earners in these occupations and the highest 10% of wage earners is
roughly $170,000. Of these, actors experience the largest wage difference. Very few
people every become successful actors and there are very few positions at this level. Most
actors make under $60,000 a year.

Total Lowest 10%


Median Highest 10%Wage
Occupation Employme wage
wage wage earners difference
nt earners
$41,20 >$187,00 >$169,00
Actors 59,200 $18,700
0 0 0
$43,40 >$187,00 >$167,00
Athletes 11,500 $20,200
0 0 0
Directors / $69,00 >$187,00 >$156,00
97,300 $31,400
Producers 0 0 0
News $61,50
4,300 $28,200 $182,000 $154,000
Analysts 0
Art $85,60
33,100 $45,000 $168,000 $123,000
Directors 0
Film and
$57,20
Video 24,500 $25,500 $146,000 $120,000
0
Editors
Singers and 38,900 $50,30 $187,00 $138,000 $119,000
Musicians 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.W
age estimates above $187,000 are not available.
Other factors that lead to large wage differences among art, entertainment and sports
professionals include industry of employment, geographic location, and hours worked.
Many singers and musicians only work part- time and do not work the entire year. Wage
differences between the top wage earners and those at the bottom can be substantial.

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.

Doctors for example, have to complete 6 to 10 years of eduction, a 2 to 3-year residency


program and complete licensure requirements prior to earning an average industry wage.
Once licensed, and as they gain experience, doctor's wages will increase. The wage
difference for doctors is one of the highest among healthcare occupations.

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

There is a large wage difference among managers. However, this is somewhat to be


expected as the job tasks, responsibilities and qualifications for managers vary
dramatically from one industry to another, and from one employer to another.

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.

Many management occupations requiree graduate level degrees, such as a masters or


doctoral degrees. This is especially true of management occupations in technical
industries. Management occupations that require an advanced degree usually pay more
than management occupations where an advanced degree is not required.

As is the case with sales and business occupations, many managers can increase their
earnings through performance based bonuses and commissions.

Sales, Business and Financial

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.

Science, Math and Engineering

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.

Occupation Total Median Lowest Highest 10%Wage


Employme 10% wage
wage wage earners difference
nt earners
Judges and $115,20 $31,50
28,100 $179,000 $147,000
Magistrates 0 0
$115,00 $55,00 >$187,00 >$132,00
Attorneys 604,000
0 0 0 0
Airline Pilots
$118,00 $65,00 >$132,00 >$122,00
and Flight 76,000
0 0 0 0
Engineers
Administrati
ve Judges $42,00
14,200 $88,000 $157,000 $115,000
and Hearing 0
Officers
Higher
$29,00
Education 1,522,000 $63,000 $139,000 $110,000
0
Teachers
Commercial $36,00
38,200 $76,000 $141,000 $106,000
Pilots 0
Air Traffic $122,40 $67,00
22,900 $172,000 $105,000
Controllers 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.
As is the case with other occupations that experience high wage difference, earnings in
the fields of teaching, law and air transporation are influenced by a number of factors,
such as industry of employment, credentials, and location.

In education, whether a worker is employed for a state-owned or private college or


university greatly impacts earning potential. As of 2014, the median annual wage for
postsecondary computer science educators employed by state-government run higher
education institutions was $88,000. During this same time period, teachers working for
privately owned and operated business, computer and management training schools was
just under $52,000 a year.

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.

Indian cuisine encompasses a wide variety of regional cuisines native to India.


Given the range of diversity in soil type, climate and occupations, these cuisines vary
significantly from each other and use locally available spices, herbs, vegetables and
fruits. Indian food is also heavily influenced by religious and cultural choices and
traditions.

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.

Historical incidents such as foreign invasions, trade relations and colonialism


have also played a role in introducing certain foods to the country. For instance, the
potato, a staple of the Indian diet, was brought to India by the Portuguese, who also
introduced chillies and breadfruit. Indian cuisine has also shaped the history of
international relations; the spice trade between India and Europe is often cited by
historians as the primary catalyst for Europe's Age of Discovery. Spices were bought
from India and traded around Europe and Asia. It has also influenced other cuisines
across the world, especially those from Southeast Asia, the British Isles, and the
Caribbean.
2.2 COMPANY PROFILE
Podaran Foods India Private Limited is a Private incorporated on 26 July 2013. It
is classified as Non-govt company and is registered at Registrar of Companies,
Coimbatore. Its authorized share capital is Rs. 85,000,000 and its paid up capital is Rs.
30,000,000.It is involved in Manufacture of other food products Podaran Foods India
Private Limited's Annual General Meeting (AGM) was last held on 09 September 2015
and as per records from Ministry of Corporate Affairs (MCA), its balance sheet was last
filed on 31 March 2015.
Directors of Podaran Foods India Private Limited are Sureshkumar Podaran and
Podaran Merkkupalayam Kulandaisami Gounder. Podaran Foods India Private Limited's
Corporate Identification Number is (CIN) U15400TZ2013PTC019718 and its registration
number is 19718.Its Email address is fa.muthamil@gmail.com and its registered address
is OLD NO.42, NEW NO.49, MELAPALAYAM, PALAYAKOTAI KANGAYAM Erode
TN 638108 IN , - , . We, Podaran Foods India Pvt. Ltd.,
Are one stop-destination for all your daily beverage requirements. From
Carbonated Drinks to Fresh Fruit Juices, you'll find a wide range of drinks at our
destination. We began our business journey way back in the year 1969 as a
manufacturer, supplier and trader and since then we have continuously meeting all the
beverage requirements of the domestic market.
From individual clients, hotels, bulk buyers to retailers, a huge list of clients are
associated with us today.

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?

We are engaged in the manufacturing, supplying and trading of various kinds of


beverages that are made from natural ingredients

 Carbonated Beverage

o Soft Drinks

 Lemon Flavor Drinks

 Orange Flavor Drinks

 Paneer Soda

 Fruit Juice

o Mango Juice

o Mixed Fruits

o Apple Juice

Our Logistic Facility


To keep the quality, taste, aroma and other features of our produced juices and soft drinks
intact till a long period of time, we pack them in Eco-friendly, moisture-free and air-tight
tetra packs, bottles and cans as it protects the beverages from adulteration. These are then
stocked together in our capacious warehouse in a systematic way to avoid any confusions
during the dispatching process. The orders are then transported to the customers by our
efficient logistic personnel.
Latest Trade Offers
Panner Soda Bottle
We deals in the wide range of Panner Soda Bottles of soft drinks. like this is a Panner
Soda bottle. Our Panner Soda Bottles are available at most com..
Lemon Flavour Soft Drink
We deals in the wide range of bottles of Lemon Flavour Soft Drinks. like this is a lemon
flavour bottle. Our Lemon Flavour Soft Drinks are available a..

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.

Some Key Business Details

Nature of Business Manufacturer , Supplier and Trader

Year Of Establishment 1969

No. of Employees 175

No. of Production Units 1

Original Equipment Manufacturer No

Product Range  Carbonated Beverage


o Soft Drinks

 Lemon Flavor Drinks

 Orange Flavor Drinks

 Paneer Soda

 Fruit Juice

o Mango Juice

o Mixed Fruits

o Apple Juice

PODARAN FOODS INDIA PVT. LTD.


49, Melapalayam, Mullipuram (Post), Nathakadaiyur, Tirupur (Dist), Kangayam -
638108, Tamil Nadu, India
Phone : 91-4257-224770
Fax : 91-4257-221770
Mr. Gopal Subramani (Managing Director)
Mobile : +919952377777
Mr. Suresh (Partner)
Mobile : +919894577000
CHAPTER-III
3.1 OBJECTIVES OF THE STUDY
Primary objective:
 A study on wage differential occupation Vs skills towards Podaran foods india
private limited at Kangayam

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

due to fear on management.

 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.

TOTAL 200 100


Thus the
majority of the respondents are male.
CHART: 4.1
CHARTSHOWING THE CLASSIFICATION OF THE RESPONDENTS
BYGENDER

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.

Thus the majority of the respondents are single.


CHART: 4.5
THE CLASSIFICATION OF THE RESPONDENTS BY MARITAL STATUS

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

TOTAL 200 100

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

ADEQUATE FREEDOM IN EXECUTING YOUR WORKS


30 28
26
25 24
22
20
PERCENTAGE

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

SATISFIED 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

OPINION ABOUT THE WORKING ENVIRONMENT


60

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

FEEL THAT YOUR JOB IS SECURED

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

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

HANDLING PROCEDURE IN YOUR INDUSTRY


30
30
24 23
25

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

TOTAL 200 100


INFERENCE
The above table shows that 23% of the respondents are highly satisfied, 21% of
the respondents satisfied, 16% of the respondents feel neutral, 10% of the respondents
dissatisfied, and 30% of the respondents highly dissatisfied towards benefits provide
by the organization
Thus the majority of the respondents are highly satisfied with their benefits
provide by the organization
CHART: 4.15
SATISFECTION WITH ESI AND PF

SCHEMES PROVIDED BY THE ORGANIZATIONS


30
30
23
25 21

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

TOTAL 200 100


INFERENCE
The above table shows that 58% of the respondents are satisfied, and 42% of the
respondents are dissatisfied towards training facility by the management
Thus the majority of the respondents are satisfied towards training facility by the
management
CHART: 4.16
TRAINING FACILITIES GIVEN BY THE MANAGEMENT

RAINING FACILITIES GIVEN BY THE MANAGEMENT

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

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 Canteen room .
Thus the majority of the respondents are highly satisfied towards Canteen room.
CHART: 4. 17
OPINION ABOUT CANTEEN ROOM

OPINION ABOUT CANTEEN ROOM


30
30 24 23
25
PERCENTAGE

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

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 and 2% of the respondents are highly dissatisfied towards transport facility
provided by the organization
Thus the majority of the respondents are highly satisfied with their transport
facility provided by the organization
CHART: 4.18
OPINION ABOUT TRANSPORT FACILITIES

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

TOTAL 200 100


INFERENCE
The above table shows that 30% of the respondents are highly satisfied, 24% of
the respondents are satisfied, 23% of the respondents feel neutral, 10% of the
respondents are dissatisfied, and 13% of the respondents highly dissatisfied towards
safety measures taken by the organization
Thus the majority of the respondents are highly satisfied towards safety measures
taken by the organization
CHART: 4.19
OPINION ABOUT SAFETY MEASURES

SAFETY MESURES TAKEN BY THE ORGANIZATION


30
30 24 23
25
PERCENTAGE

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

Chi-square value= 0.24

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

hypothesis is accepted. Hence, there is no relationship between gender of the respondents

and satisfaction wage with your job.


CHAPTER-V
5.1 FINDINGS
 70% of the respondents are male
 26% of the respondents come under the age group of 36- 45 years
 25% of the respondents come under the UG category
 27% of the respondents come under the 1-10 years in service
 58% of the respondents are single
 32% of the respondents two-four dependent
 32% of respondents come under the below 10,000 monthly income
 28% of the respondents said that they have to no extent
 27% of the respondents are satisfied with your job
 30% of the respondents are satisfied towards wage/ salary
 48% of the respondents feel highly satisfied towards working environment
 60% of the respondents feel yes towards secured job
 58% of the respondents feel satisfied leave facility
 30% of the respondents feel highly satisfied towards handling procedure in your
industry
 30% of the respondents feel highly dissatisfied ESI and PF
 58% of the respondents feel satisfied towards training facility given by the management
 30% of the respondents feel highly satisfied towards canteen room
 48% of the respondents feel highly satisfied towards transport facility provided by the
organization
 30% of the respondents feel highly satisfied towards safety measure provide by the
organization
 30% of the respondents feel highly dissatisfied towards bonus schemes provide by the
organization
5.2 SUGGESTIONS

 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

food allowance, school fees allowance, washing allowances etc.,


 The company should improve and systematize their grievance handling

procedure, so as to make the employees happy otherwise, the employees may

leave the factory. The management should monitor that the grievance handling

machinery works properly.


 The company should improve their transport facilities. As such, there is no

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

for the ladies in the quarters.


 The company should fix proper norms and procedures for promotion policies. So,

that it will encourage the employees in concentrating on their job.

 The company should try to improve the safety measures, giving extra care for

medical facilities
5.3 Conclusion

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.

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:

a) 1-10 Years b) 11-20 Year c) 21-30 Years


d) Above than 31 Years
6. Marital Status:
a) Single b) Married
7. Number of dependents:
a) 2-4 b) 5-7 c) 8-10

d) More than 10
8. Wage/Salary:
a) RS <10, 000 b) RS 11000-15000 c) RS 16000-20000

d) RS more than 25000


9. Do you enjoy adequate freedom in executing your works?
a) To a great extent b) To some extent c) To little extent
d) To no extent
10. To what extent you are satisfied with your job?
a) Highly satisfied b) Satisfied c) Neutral
d) Dissatisfied e) Highly dissatisfied

11. Are you satisfied with your existing wage/salary?


a) Highly satisfied b) Satisfied c) Neutral
d) Dissatisfied e) Highly dissatisfied
12. What is your opinion about the working environment?
a) Highly satisfied b) Satisfied c) Neutral
d) Dissatisfied e) Highly dissatisfied
13. Do you feel that your job is secured?
a) Yes b) No
14 Are you satisfied with leave facilities?
a) Yes b) No.
15. How is the grievance handling procedure in your industry?
a) Highly satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly dissatisfied


16. Are you satisfied with the ESI, PF, Group Insurance, Accidental benefits and pension
schemes provided by the organizations?
a) Highly satisfied b) Satisfied c) Neutral
d) Dissatisfied e) Highly dissatisfied
17. Are you satisfied with training facilities given by the management?
a) Yes b) No
18. What is your opinion about canteen room?
a) Highly satisfied b) Satisfied c) Neutral
d) Dissatisfied e) Highly dissatisfied
19. What is your opinion about transport facilities?
a) Highly satisfied b) Satisfied c) Neutral
d) Dissatisfied e) Highly dissatisfied
20. What is your opinion about safety measures taken by the organization?
a) Highly satisfied b) Satisfied c) Neutral
d) Dissatisfied e) Highly dissatisfied
21. What is your opinion about the bonus schemes?
a) Highly satisfied b) Satisfied c) Neutral
d) Dissatisfied e) Highly dissatisfied
22. Suggestion (if any)………………………………….
BIBLIOGRAPHY

1. Kothari C.R., Research Methodology, K.K. Gupta for New Age International (P)

Ltd., New Delhi, 1985.

2. Arun Monoppa, Mirzas Saiyadain, Personnel Management, Tada MC GRAW-

HILL Publishing company Ltd.

3. David S. Rubin., Statistics for Management, Prentice Hall of India private Ltd,

New Delhi.

4. Stephen P.Robbins., Organisation Behaviour, Prentice Hall of India, New Delhi.

5. Tripathi P.C., Personnel Management, Sultan and Chands Company Ltd.

Website
Wikipedia.in
Humanresources.in

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