School of Engineering and Computer Studies

Divine Word College of Legazpi

Legazpi City

BES 5E
TECHNOPRENEURSHIP 101

MIDTERM-MODULE

BY
ENGR. ALLAN B. BORINGOT
The Entrepreneurial Mind

Some people say that there is a specific psychological or motivational theory in

entrepreneurship, but that is not true. However, some entrepreneurs have different opinions in
achieving a success in new ventures or enterprises such as talent and skills. There are several issues
about in the world of entrepreneurship.

The Psychological Theory of Dr. McClelland and Dr. Atkinson

This theory is accepted on entrepreneurial behavior. The theory states that people are
motivated by three principal needs:

1. Need for Power - is an urge to control others: to be able to influence them and make them do
things which perhaps they would not have done if left to themselves.
McClelland identified four stages within the power orientation:
a. Drawing inner strength from others - being a loyal follower and serving the power of other people.
b. Strengthening oneself - trying to dominate situations.
c. Self-assertiveness - trying to manipulate situations so as to use other people to achieve one‘s own
target.
d. Acting as an instrument of higher authority - identifying with some organizations and employing
the methods learnt in stages 2 and 3 but now being able to claim formal
legitimacy.
2. Need for Affiliation - concerns the desire to be associated with specific people and groups, to
have a greater sense of belonging and place. It can play a role in variety of
human interactions and in the formation of bonds and friendships. A low need
of affiliation can be part of a more independent personality. People who do not
feel a strong desire to affiliate with others may have difficulty finding support.
3. Need for Achievement - is the urge to excel, to accomplish in relation to a set of standards, to
struggle to achieve success. The individuals with high achievement needs are
highly motivated by competing and challenging work. They look for
promotional opportunities in job. They have a strong urge for feedback on
their achievement.
The Difference between Leadership and Management

Leaders have been characterized as inspiring or charismatic, but one rarely hears of
inspiring or charismatic managers. In the minds of many, management is associated with words
such as efficiency, planning, procedures, control, and consistency. Leadership is associated with
words such as vision, creativity, dynamism, change, and risk-taking. But are there real differences
between managers and leaders? Between leadership and management?

According to A. D‘Souza, here are some distinctions:

1. Managers are concerned with the present. Leaders look to the future.
2. Managers make sure details are taken care of. Leaders set broad purposes and directions.
3. Managers exercise control to make sure that things work well. Leaders create commitment that
things may work better.
4. Managers solve today‘s problems by addressing difficulties caused by changing events. Leaders
create a better future by seizing opportunities stimulated by changing events.
5. Managers focus on the process. Leaders focus on the product.
6. Managers focus on problem behavior and try to improve it through counseling, coaching,
nurturing. Leaders focus on what is right and praise it.
7. Managers make sure people put in an honest day‘s work for their pay. Leaders inspire people to
do their best.
8. Managers organize and plan to meet this year‘s objective. Leaders create a vision of the years
down the road.
9. Managers create efficient policies and standard operating procedures. Leaders go beyond the
need for standard procedures and create a more efficient system.
10. Managers focus on efficiency. Leaders focus on effectiveness.

In his Seven Habits of Highly Effective People, Stephen Covey stated

“Management is bottom-line focus: How can I best accomplish certain things? Leadership deals
with the top line: what are the things I want to accomplish? Management is efficiency in climbing
the ladder of success; Leadership determines whether the ladder is leaning against the right wall.

Most current thinking seems to suggest that all managers should become more leadership-
oriented. Managers should not be required to become more like leaders, nor should leaders should
come to value and emphasize the unique strengths of each other in order to tap the natural tension
between them to produce a “one plus one equals three“ outcome. This requires blending strong
management and strong leadership into one integrated whole where the strengths of leaders
 combine with, rather than clash with, the strengths of managers, thereby minimizing the
weaknesses of both.

Leadership and Management Skills - A Comparison

Both leadership and management skills are needed to build a successful organization. It is
also important to realize that the way situations are viewed depends on whether it‘s from the
leadership or the management perspective. The best advice is to look at situations from both
perspectives so that all aspects are understood.
The comparison that follows is presented by Anthony D‘ Souza, to assist with the
understanding of these two separate functions. In this way the best possible attributes from both
perspective can be used, and a multiple viewpoint will become the rule rather than the exception:

1. Leaders gain power through their actions and personal relations. Managers have positional power
on which to rely.
2. Leaders are found throughout an organization. Managers are found in the organization‘s higher
echelons.
3. Leaders have followers who desire to be on the team. Managers have subordinates who have been
assigned to them
4. Leaders depend on people for success. Managers depend on the system for success.
5. Leaders provide vision in terms of “the real benefit to you“. Managers use the “this is your job.“
approach.
6. Leaders have self-conceived goals to better the organization. Managers attempt to meet the goals
provided by the organization.
7. Leaders strive to change the organization to best meet needs as they perceive them. Managers
work to maintain the organization‘s status quo.
8. Leaders often view rules and procedures as bureaucratic red tape. Managers view rules and
procedures as necessary controls to provide order.
9. Leaders work for results. Managers follow directives.
10. Leaders work through their people. Managers work with charts and computer print-out

Effective leaders build a climate of trust where people can freely express their ideas and
concerns. Such an atmosphere requires sensitive leaders who are secure in their own knowledge,
skills, and relationships rather than feel threatened by differences or resistance. If used creatively
without resentment or suppression, resistance and differences of viewpoint can become a source of
new ideas by forcing re-examination of objectives, plans, and implementation.
 Effective leaders are not only skilled in the dynamics of planned change and goal-
achievement; they also empower others. Without shared vision there would be no common
direction. Without empowerment of others, there would be no excellence in performance.
Leadership is the simultaneous provision of direction and empowerment.

Themes of Desirable and Acquirable Attitudes and Behaviors

Commitment and Determination
Entrepreneurial behavior is primarily self-determined behavior, that is, individuals decide
for themselves what courses of action they will follow. Self-determination of its own accord is
insufficient to support a claim that an individual is behaving entrepreneurial. An individual could
act in a self-determined way for any number of behavioral roles and reasons which can be easily
identified through the individual‘s dedication to ask and conviction to principle.
Determination identified by four essential qualities:
1. The individual acts autonomously - central to the construct of self-determination is the notion of
autonomy which is defined by Stainton as; ‘the capacity to formulate and pursue plans and
purposes which are self-determined.‘ Thus, the person‘s recognized position or status
within any given context or role determines whether they are able to decide unilaterally
on a course of action.
2. Their behavior - the individual needs the requisite knowledge, skills, and experiences to
implement their decision. Entrepreneurial behavior relies quite heavily on the individual‘s
perception of themselves as being autonomous as well as having the confidence and
competence to behave entrepreneurially.
3. Self-regulated - is include self-management strategies, goal setting and attainment behaviors,
problem-solving behaviors, and observational learning strategies, all of which the
individual needs to be entrepreneurial. Self-regulation furthermore enables the protection
of the entrepreneurial opportunity by controlling the flow of confidential information to
others and timing opportunity exploitation for maximum affect.
4. The individual acts in a self-realizing manner - they use a comprehensive and reasonably accurate,
knowledge of themselves and their strengths and limitations to act in such manner as to
capitalize on their liabilities. It is also influenced by evaluations from significant others,
reinforcement, and their beliefs in themselves regarding their own behavior.

Entrepreneurs base their self-determination not only on their values but also
on natural inclinations, interests, and curiosities. Entrepreneurs are thus said to be intrinsically
motivated, that is, they behave as they do because the individual finds these behaviors inherently
interesting, enjoyable or satisfying. Intrinsic motivation is the key ingredient for self-determined
behavior.
Leadership
Leadership and communication are constantly growing together, being intertwined into one
another to help develop an organization. To be an effective leader, communication has to be defined
in the organization for it to be successful.
Leadership in Entrepreneurship can be defined as “process of social influence in which one
person can enlist the aid and support of others in the accomplishment of a common task.“ in “one
who undertakes innovations, finance and business acumen in an effort to transform innovations into
economic goods.“ This refers to not only the act of entrepreneurship as managing or starting a
business but how one manages to do so by these social processes, or leadership skills.
Entrepreneurship, in itself, can be defined as “the process by which individuals, teams, or
organizations identify and pursue entrepreneurial opportunities without being immediately
constrained by the resources they currently control“. This leads us to see that an entrepreneur must
have leadership skills or qualities in order to see potential opportunities and act upon them. An
entrepreneur, at the core, is a decision maker. Such decisions often have an impact on an organization
as a whole, which is representative of their leadership amongst the organization.

According to Fisher, there are four phases of decision making:

1. Orientation Stage - is where the members involved are becoming aquatinted both with themselves
as well as the problem at hand.
2. Conflict Stage - is where the problem is analyzed with several possibilities presented to resolve
problem.
3. Emergence Stage - decision is made about which solution is to be used.
4. Reinforcement Stage - is the supportive of the decision.
With the growing global market and increasing technologies throughout all industries, the
core of entrepreneurship, the decision making, has become an ongoing process rather than isolated
incidents. This becomes knowledge management which is “identifying and harnessing intellectual
assets“ for organizations to “build on past experiences and create new mechanisms for exchanging
and creating knowledge“. This belief draws upon a leaders past experiences that may prove useful. It
is a common mantra for one to learn from their mistakes, so leaders should take advantage of their
benefit.

In cultural differences, the success and failures of entrepreneurs can be traced to how leaders
adapt to local conditions. With the increasingly global environment, a successful leader must be able
to make these adaptations and have insight into other cultures. Corporate visions, in response to the
environment are becoming transnational in nature due to the changes an organization must make
in order to operate or provide services or goods for other cultures.
Opportunity Obsession
One interpretation of entrepreneurial behavior suggests that is characterized by a ‘proactive
search for opportunities within a market and the propensity to take risks in order to achieve a
certain goal‘. One of a goals of entrepreneurial behavior is the recognition of an opportunity, then
there is a need for a closer examination of what constitutes opportunity identification. In order for
there to be entrepreneurship there needs to be an opportunity which is either discovered or created.

Entrepreneurial opportunities are therefore perceived to be discovered, created or both. It is

what motivates the individual to actively seek out opportunities or to create them that is under
investigation. Entrepreneurial opportunity recognition by one individual differs from opportunity
recognition through collaboration with others for two reasons. First, some individuals have better
access to information about the possibilities of an entrepreneurial opportunity. Access to key
information comes about as a result of a number of factors such as; job, experience, searching
capability, social networks and the individual‘s absorptive capacity. Second, some individuals are
simply better than others at processing the same information because they have a better equipped
cognitive capability. The ability to process and categorize that information efficiently and effectively
relies primarily on an individual‘s capacity and motivation to think entrepreneurially as well as their
self-efficacy.

Entrepreneurs are obsessed with opportunity. Having an entrepreneurial mindset would help
established businesses to successfully identify and exploit opportunities. Entrepreneurs look for
changes in the political, economical, social, and technological environment that disrupt the
equilibrium in the market place and consequently create new business opportunities. Similarly,
customers‘ dissatisfaction with the ability of existing products and services to meet their needs
indicates an opportunity that begs for exploitation. A company should look for an opportunity that
meshes well with its core competency. For an entrepreneur, personal expertise is an excellent
source for a new opportunity. While an entrepreneur may have no shortage of “ideas“ and may think
passionately about those ideas, it pays to assess an opportunity before spending the time and effort
to start a business only to see the idea fall flat with target customers.

Tolerance of risk, Ambiguity, and Uncertainty

Entrepreneurship means risk. The risk of walking away from security and career path to
create something new. The risk of taking yourself and your family into an unfamiliar storm of stress
and uncertainty. The risk that you‘ve miscalculated an opportunity, or your own internal resources
as you plunge into a new venture.
To seriously consider taking the entrepreneurial leap already sets a person apart from the vast
majority of men and women, who will never come close to actually leaving the world of wages. But
even for the brave-of-heart, the reality of risk that comes with that leap when the last paycheck is
left behind and life is reduced to a single do-or-die mission. It is the most naked moment in a working
life. It can be a powerful energizer. It can also be overwhelming if you are not, at some level,
prepared.
 Here‘s the tips for facing the storm of risk that accompanies launching a new venture:
1. Assess your tolerance for risk before you dive in - serious entrepreneurship is not blind
adventuring. But even when you‘ve done everything you can to minimize risk, it will still
show up, alarmingly, at some point in your effort. Imagine how you are likely to respond.
You may misjudge, but a tough exercise in self-awareness is good preparation.
2. Brace your home life - the pressures of a new venture are nearly impossible to compartmentalize.
Despite your best efforts, they are almost certain to roll into your home, your family, your
love life. Loved ones deserve a big heads-up, and your acknowledgement that to no small
degree they are being drafted into your dream. Their support will be critical. Their
alienation could cost you more than a new business.
3. Dont take the entrepreneurial leap simply for money - entrepreneurs want to be successful but
follow a real passion in your venture, whatever it may be. That passion will carry you
through the days when risks and obstacles seem insurmountable.

One important aspect of entrepreneurial behavior is the willingness to take risks. Many theoretical
models have therefore assumed that entrepreneurs are less risk averse than non-entrepreneurs.
However, empirical evidence regarding risk propensity has produced inconclusive results. One
reason for these different results might be that most studies consider risk propensity as an
individual trait that should be stable over time.

How about ambiguity and uncertainty? Entrepreneurs need vision. If you want to become a
successful entrepreneur, you need to be able to say: “See that hill? That‘s an important hill. We need
to take that hill!“ And you need to say it with enough conviction that people will join with you. But if
you have the instincts of an entrepreneur, what you‘ll do next is surprising. As soon as your merry
band sets off toward the hill, you‘ll say to yourself: “That‘s probably not the right hill. I bet I‘m wrong.
I need to be looking for clues that we need to change course.

The ability to hold this illustration, to commit to charging ahead while looking for evidence to
prove you are wrong, shows a high “tolerance for ambiguity.“ It‘s an entrepreneur‘s willingness to
paint a compelling vision and charge ahead that creates order out chaos obe step at a time. It‘s a
willingness to be open to new information and make mid-course corrections that mitigates risk. The
ability to do both of these at once, in the face of great uncertainty, is a tolerance for ambiguity that
sets an entrepreneur apart from the rest of the world.

The best way to develop a tolerance for ambiguity is to make mistakes early, cheaply, and often.
To learn that failure is a blessing, if it helps you grow. To learn that failure in pursuit of a worthy
goal is noble and that questions are more important than answers.

In essence, learning to know is important but only if it helps you learn to do and learn to be.
Life is a matter of becoming who you were meant to be by using your gifts to do something that
matters to you and others. That‘s the real hero‘s journey of a principled entrepreneur.
 Resolve now to seek out small challenges towards a greater vision and to steel yourself to
welcome the small failures that make you stronger. Begin to increase your personal tolerance for
ambiguity, and you‘ll be well on your way to strengthening that rarest of all entrepreneurial traits.

Creativity, Self-reliance, and Ability to Adapt

The seed of entrepreneurship is the ability to see things differently. Whether it‘s with new
products or new processes, entrepreneurs are driven by the uncanny knack to see holes in the
marketplace and devise innovations to fill them. Though it‘s not the only essential quality to success,
creativity may be the foundational mental skill. Entrepreneurs ask the “what ifs“ that drive
inquisitiveness, and they‘re able to let go of what they already know to source fresh information and
new ways of thinking about a problem.

Some business owners however have a hard time adjusting to change and are reluctant to
adapting to new technology or even new internal changes needed for increased sales and
growth. The world of business is full of surprises and unforeseen events. Using the habit of
adaptability allows business owners to respond to circumstances with the ability to change course
and act without complete information.

Motivation to Excel
What is your motivation? Regain your motivation by understanding the big “why“ behind
what you do. To be fully engaged in your life, you must have bigger and bolder goals. Why do you do
what you do? Do you really know? Do the people around you know?

Comparison between individuals whose motivation is authentically self-generated and those

who are externally motivated typically reveal that the former, relative, to the latter, have more
interest, excitement, and confidence. Intrinsic motivation flourishes when circumstances permit.
Thus, an individual who identifies an entrepreneurial opportunity will act on it when they perceive
conditions are favorable to its exploitation

Entrepreneurial behavior is not, however, exclusively intrinsically motivated. There will be

occasions when entrepreneurial behavior will be the result of a combination of both intrinsic and
extrinsic motivation. In other words an individual will engage in entrepreneurial behavior because
they are intrinsically motivated to do so as well as for the potential extrinsic rewards they stand to
gain from doing so.

Values are consequently antecedent to intrinsic motivation and provide the individual with a
sense of control over how they think and act. Individuals subjected to a more controlling approach
not only lose initiative but operate less effectively, especially when the work they are doing requires
conceptual and creative processing capability. The individual‘s focus to their best and to be more
excelled.

So can everyone have an entrepreneurial mind? Probably not. But with time and practice, you
can begin to think more like entrepreneurs. You can start to make subtle shifts in old, reflexive
thinking that keeps us from exploring a new idea or taking the leap and launching your own
business. Entrepreneurial thinking may be less of destination and more of a journey as you push
your own boundaries and explore exactly what you‘re capable of.

Activity Midterm-1
Write your answer for the following questions in a clean white bond paper, with your name and
section.
Submit you answer as PDF form in the google classroom provided for Activity M-1.

1. Define leadership
2. Define management
3. In your own understanding, explain the difference between leadership and management.
4. Can everyone have an entrepreneurial mind? Why?
5. According to the psychological theory of Dr. McClelland and Dr. Atkinson, What are the three
principal needs of people?
6. Give at least two distinctions of managers and Leaders according to A. D’Souza.
7. Gives one of the goal of entrepreneurial behavior.
8. According to Fisher, what are the four phases of decision making?
9. What are the four essential qualities of determination?
10. One important aspect of entrepreneurial behavior is the willingness to take risks.
11. Give at least two tips for facing the storm of risk that accompanies in launching a new venture.