ENTREPRENEURIAL
BEHAVIOUR
AND MOTIVATION
SUBMITTED TO
SUBMITTED BY
Ms. Kriti Mahajan
Ankita Gupta(Roll no. 89/12)
Ankit Kaura(Roll no. 23/12)
B.COM 3 - A
ACKNOWLEDGEMENT
 We take this opportunity to express our profound
gratitude and deep regards to our mam Ms. Kriti
Mahajan for her exemplary guidance, monitoring
and constant encouragement throughout the course
of this project. The blessing, help and guidance
given by her time to time shall carry us a long way in
the journey of life on which we are about to embark.
INDEX
TOPIC
SLIDE NO.
Entrepreneurial Traits or
Competencies
4-6
Developing Entrepreneurial
Competencies
7-8
Motivation- introduction
9-10
Types and importance of
motivation
11-12
Theories of motivation
13-21
Motivating factors
22
ENTREPRENEURIAL TRAITS or
COMPETENCIES
In case of every successful entrepreneur, there is a
judicious mixture of knowledge, skill and
personality.
KNOWLEDGE refers to the collection and retention
of information about any job or activity.
SKILL refers to practical application or use of the
knowledge.
Entrepreneurship Development Institute Of India
(EDI) conducted a study in three countries namely India,
Malawi and Equador, in which it was found that possession
of certain competencies or abilities result in superior
performance, which are :
• Initiative: Does things before being asked or forced
by events.
• Looking for opportunity: Always searching for
opportunity and is ready to exploit it in the best interest
of the organisation.
• Persistence: Never disheartened by failures.
• Quality Consciousness: Setting high quality
standards and putting their best to achieve the
standards.
• Commitment to efficiency and work: Top performers
•
•
•
are always committed to their work and try new methods at
making work easy and economical.
Problem Solver: taking problem as a challenge and put
their best for finding out the solution.
Assertive: Confronts problems with others directly and
tells others what they have to do.
Effective Monitoring: Develops or uses procedures to
ensure that the work is completed or that work meets
standard.
Some of the above abilities, an entrepreneur already
possesses while some competencies may be developed
through training.
DEVELOPING ENTREPRENEURIAL
COMPETENCIES
As we know that some of the entrepreneur’s qualities, on
which his success is dependent, can be cquired through
education and training, ways to develop such competencies
are:
o Gaining first hand knowledge about competencies. An
earnest attempt must be made to understand at length the
various competencies which are required for the efficient
performance of the assigned task.
o Competency Recognition: We should that what are the
competencies required in an individual to perform in a
particular manner, so competencies are recognised in this
step.
o Self Assessment: At this stage, the entrepreneurs create
their own image with their present qualities and identify
the sap between the ideal image and real image.
o Comparison Of Competencies: At this stage, earnest
attempt is made to find out the reasons for any deficiency
in the competencies. SWOT analysis can be applied for
achieving desired results.
o Developing competencies And Feedback: The
competencies required for a particular behaviour are
developed with the help of behaviourial scientists.
BASIC DEFINITION
 Motivation refers to
the way in which urge
drives desires,
strivings, aspirations
or needs direct
control or explain
behavior of human
being.
TYPES OF
MOTIVATION
 POSITIVE MOTIVATION-Positive motivation
makes the people induced to do work in the
best possible manner and to improve their
performance. Under this better facilities and
rewards are provided for their better
performance.
 NEGATIVE MOTIVATION-Negative motivation
is the type of feeling a person gets when he
expects punishment. An Example of negative
motivation could be telling your child "if you
didn't study, I wont let you travel this summer"
THEORIES OF
MOTIVATION
Maslow’s NEED HIERARCHY THEORY
McClelland's THREE MODEL THEORY
Alderfer’s ERG THEORY
McClelland’s
Three Need Model
 Need theory, also known
as Three Needs
Theory, created
by psychologist David
McClelland, is a
motivational model that
attempts to explain how
the needs for achievement,
power, and affiliation affect
the actions of people from
a managerial context.
Need For Power
 This motivational need stems from a person's desire
to influence, teach, or encourage others. People in
this category enjoy work and place a high value
on discipline. The downside to this motivational type
is that group goals can become zero-sum in nature,
that is, for one person to win, another must lose.
However, this can be positively applied to help
accomplish group goals and to help others in the
group feel competent about their work.
Need For
Achievement
 People who are achievement-motivated typically
prefer to master a task or situation. They prefer
working on tasks of moderate difficulty, prefer
work in which the results are based on their effort
rather than on anything else, and prefer to
receive feedback on their work. Achievement
based individuals tend to avoid both high risk and
low risk situations
Need For Affiliation
 People who have a need for affiliation prefer to spend
time creating and maintaining social relationships, enjoy
being a part of groups, and have a desire to feel loved
and accepted. People in this group tend to adhere to the
norms of the culture in that workplace and typically do
not change the norms of the workplace for fear of
rejection. This person favors collaboration over
competition and does not like situations with high risk or
high uncertainty
Alderfer’s ERG Theory
 Clayton Paul Alderfer’s motivational theory states that the
existence group is concerned with providing the basic
material existence requirements of humans. They include
the items that Maslow considered to be physiological and
safety needs. The second group of needs is those of
relatedness – the desire people have for maintaining
important interpersonal relationships. These social and
status desires require interaction with others if they are to be
satisfied, and they align with Maslow's social need and the
external component of Maslow's esteem classification.
Finally, Alderfer isolates growth needs: an intrinsic desire
for personal development. These include the intrinsic
component from Maslow's esteem category and the
characteristics included under self-actualization
MOTIVATING FACTORS
 Educational background
 Availability of raw
material/technology
 Family background
 Occupational
experience
 Entrepreneurial
ambitions
 Gain social prestige
THANK YOU