IOSR Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 22, Issue 6. Ser. I (June. 2020), PP 01-07 www.iosrjournals.org DOI: 10.9790/487X-2206010107 www.iosrjournals.org 1 | Page “A Study on Satisfaction levels of Employees on Motivation in Navya Foods at Mudigolam” Dr.M.Vijaya Bhaskar Reddy * Dr.T. Narayana Reddy** I. Venugopal*** *Associate professor, Department of Management Studies, Sreenivasa Institute of Technology and Management Studies, Chittoor. **Associate Professor, Department of Management Studies, JNTUA, Anantapuram *** Research Scholar, Department of Management Studies, JNTUA, Anantapuram. Abstract: Maintaining of satisfaction levels and performance is always depending on effective motivation. Motivation is process which will bring new energy for employees in the organization; the motivation creates special interest levels to employees to give better productivity to the organization. So the satisfaction and performance is always depending on motivation process. The study confined that for maintaining better satisfaction levels to employees motivation on different variables is required. The study conducted in Navya Foods with sample size of 80. And collected the data through questionnaire method and analyzed the collected data through statistical test like t-test, ANOVA and finally interpret the results Key words: Motivation, Satisfaction, Results and Discussion --------------------------------------------------------------------------------------------------------------------------------------- Date of Submission: 20-05-2020 Date of Acceptance: 05-06-2020 --------------------------------------------------------------------------------------------------------------------------------------- I. Introduction: Employee Motivation is always an interesting area for researchers, managers and academicians. What really motivates an employee? is a million dollar question. Researchers and practicing managers are in constant search to find a common and globally acceptable answer as to what motivates an employee and how to motivate all types of employees? and How to sustain the motivation level? Several experts have defined the term motivation in their own way. Cherry (2010) defined motivation as “the process that initiates, guides and maintains goal-oriented behaviours. Motivation is to know what makes people to work, whether it is performing a task, learning a work method or anything. It entails the physical, expressive, societal and cognitive forces that stimulate one‟s own behaviour. In general, motivation is frequently used to describe “why a person does something?”. Work motivation is a complex set of influences which make one start working and keep the job on a specific post within the organization. From a personal point of view, that is an inner state which leads to goal fulfilment while being influenced by numerous factors. From a manager‟s point of view, motivation is an activity, which secures the employees tend to fulfil the predefined goals.. II. Reviews: Kingira and Mescib (2010), concluded that, different opinions between the employees in terms of behavioural statements which can be „„Social opportunities providing at the highest level with working period leads the employee to achieve their goals of the organization.‟‟ Therefore, a social opportunity for the employee Azoulay, Graff-Zivin, Manso (2010), professors at Massachusetts Institute of Technology and University of California, Santa Barbara, published a paper titled “Incentives and Creativity: Evidence from the Academic Life Sciences” indicating that long term rewards rather than short ter m rewards helped to motivate scientists in their work and to promote overall greater creativity. The application of this study suggests that short term rewards, that are common in many businesses, may truncate motivation and hinder innovation. Grant and Singh (2011), two management professors from The Wharton School of the University of Pennsylvania, argue that traditional incentive schemes (stock options and bonuses) are often beneficial for motivating and improving employee performance, but can have serio us repercussions such as “unethical behaviour, fuel turnover, and foster envy and discontent. “Moreover, they further explain that financial incentives are best used with the following three guidelines: when tasks are algorithmic in nature and generally uninteresting, when the financial incentives are small, and they work in conjunction with major initiatives. They also point out three important elements, based on Daniel Pink‟s research, that the workplace should incorporate to raise productivity.