Development of entrepreneurship

Development of
Entrepreneurship
Created by: Aditi Singh
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Development of Entrepreneurship//
@Aditi Singh

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@Aditi Singh

 TYPES OF ENTREPRENEURSHIP, IMPORTANCE AND VIEWS OF
VARIOUS THINKERS
Formation of Goals,
How to achieve Goals, Problem in achieving target and Solutions
Self Motivation-Elements of self motivation and development
Views of various scholars,
Evaluation and solutions
Leadership capacity : its development and results
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Types of Entrepreneurship
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@Aditi Singh

Setting SMART Goals
If goals aren’t reachable, they aren’t worth making. All you have to do to set realistic
goals is follow the SMART goals guidelines.
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SPECIFIC
What do you want to accomplish?
• “I want to do better in history”
• “I want to increase my history
grade from an 85% to a 90%.
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MEASURABLE
• a way to evaluate
whether or not they
were accomplished.
• “I want to run the
mile better.”
• “I want to improve my
mile time by 30
seconds.”
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@Aditi Singh

ATTAINABLE
• capable of reaching.
Example
Which one would be a
better goal for Ram
Dayal?
“I will help my team to win
the 2009 Super Bowl”
“I will rehabilitate my knee
so that I can play football
again next season.
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RELEVANT
• that are important
to lifestyle.
Example
Which goal is better for a
teacher?
• “My goal is to discover
a cure for cancer”
• “My goal is to inspire at
least one student to
become a doctor to
research a cure for
cancer”
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TIME - BOUND
• “dead line” so goal is not
unending.
• “My goal is to be able to pass IAS
examination.”
• “My goal is to be able to pass IAS
examination in 2016
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Goal setting-Problems
@Aditi Singh
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Problems to not getting Goal
• Lack of skills
• Lack of resources
• A poor project plan
• Poor communication
• Not involved enough
• Unclear objectives
• Inflexible reporting structure
• What goals?
• Too much time wasted
• Shifting priorities
@Aditi Singh
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Final tips to Goal Setting:
• Goal setting is am important method of:
– Deciding what’s important for you to achieve.
– Self-Motivating
– Building self-confidence.
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process : inspirational
INDIVIDUAL’S
intensity (strength), direction &
persistence (determination) of effort toward attaining a
goal.
WORK MOTIVATION WHICH
energizes, directs, and sustains human behavior.
•which impels the members of the team to accomplish the
desired goals
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It is an unending process.
Motivation may be financial or non financial
Frustrated man cannot be motivated.
Goals are motivators.
Motivation can be positive or negative
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Major Theories
of Motivation
Content Theories
(What Motivates)
Process Theories
(How Motivation Works)
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@Aditi Singh
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Development of Entrepreneurship// @Aditi Singh 18
1. Maslow’s Hierarchy of Needs
Desires to reach one’s full potential, to become every
thing one is capable of becoming as a human being.
Needs for power and status.
Desires to interact and affiliate with
others and to feel wanted by others.
Desires for security, stability, and the
absence of pain.
Basic physical needs for water,
food, clothing, and shelter.
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@Aditi Singh
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2. ERG theory of Alderfer
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3. Mc Gregor’s
X and Y theory
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4. The Two-Factor Theory/ Motivation -
Hygiene (Herzberg Theory)
Two-Factor Theory of Motivation
A theory that identifies two sets of factors that influence job
satisfaction:
• Motivators
Job-content factors such as achievement, recognition,
responsibility, advancement, and the work.
• Hygiene Factors
Job-context variables such as salary, interpersonal relations,
technical supervision, working conditions, and company
policies and administration.
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@Aditi Singh
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• Need for Achievement (nAch): The need to do well no matter
what goal is pursued.
• Need for Power (nPow): The desire to control other people,
to influence their behavior, and to be responsible for them.
• Need for Affiliation (nAff): The desire to establish and
maintain friendly and warm relations with other people.
A theory which states that achievment,power & affiliation
are three important needs that help explain motivation .
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@Aditi Singh
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1. cognitive Evaluation Theory
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Contemprory – process theories
• 1. cognitive Evaluation Theory
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2. Goal setting

3. Self efficacy
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4. Reinforcement
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OUTCOMES (PERSON)
INPUTS (PERSON)
OUTCOMES
By ANOTHER PERSON
INPUTS By ANOTHER PERSON
=
A theory says that “individuals compare their job
inputs & outcomes with those of others & then
respond to eliminate any inequities”
Four Referent
1)Self-Inside
3)Other -Inside
2)Self-Outside
4)Other -Outside
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Expectancy Theory (VIE – Vroom,1964)
Individual
effort
Individual
performance
Organizatio
nal rewards
Personal
Goals1 2 3
1. Effort-Performance Relationship
2. Performance-reward Relationship
3. Rewards-Personal Goals Relationship
Expectancy theory claims that people will be motivated to exert effort on
the job when they believe that doing so will help them achieve the things they
want.
Components of motivation:
Expectancy: The belief that one’s effort will affect performance
Instrumentality: The belief that one’s performance will be rewarded
Valence: The perceived value of the expected rewards. Can be +ve, _ve,
Zero
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Expectancy Theory (VIE – Vroom,1964)
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1. Leadership Capacity
@Aditi Singh
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What is Leadership?
• Leadership is a process in which a leader attempts to
influence his or her followers to establish and accomplish a
goal or goals.
• Leadership is a continuous process, with the accomplishment
of one goal becoming the beginning of a new goal.
What Leadership is Not
• Leadership is not just a person or group of people in a high
position; understanding leadership is not complete without
understanding interactions between a leader and his or her
followers.
• Neither is leadership merely the ability or static capacity of a
leader.
@Aditi Singh
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