MGMT 1E REVIEWER

Principles of Controlling Subordinates and Maintaining Good Relationship, Leadership,

and Management

Managing subordinates and maintaining good relationships in a work setting requires a balance between
exercising control to ensure tasks are completed efficiently and fostering a positive, respectful
environmenT

Key Principles: (CECLBCCRFT)

● Clear Communication
● Empowerment and Trust
● Consistency
● Lead by Example
● Build Relationships
● Continuous Development
● Conflict Resolution
● Recognition and Appreciation
● Flexibility
● Team Building

1. CLEAR COMMUNICATIONS:
Set Clear Expectations: Every subordinate should understand their roles, responsibilities, and
what's expected of them.
Feedback Mechanism: Regular feedback, both positive and constructive, can help subordinates
understand their performance and areas of improvement.

2. EMPOWERMENT AND TRUST:

Delegation: Assign tasks based on individual strengths and skills. Trust them to complete the task
without micro-managing.
Encourage Initiative: Allow subordinates to take the initiative and make decisions. This fosters a
ense of ownership and responsibility.

3. CONSISTENCY
Fair Treatment: Treat all team members fairly and consistently. Favoritism can harm team
dynamics and breed resentment.
Consistent Enforcement of Rules: Rules and guidelines should be applied consistently to all team
members, regardless of their position.

4. CONSISTENCY
Demonstrate Work Ethic: Your dedication and commitment set a standard for your subordinates.
Ethical Behavior: Always act ethically and morally, ensuring that your actions align with the
company's values and standards.
MGMT 1E REVIEWER

5. BUILD RELATIONSHIPS
Invest Time: Spend time getting to know your subordinates on a personal level. Understand their
aspirations, challenges, and strengths.
Open-door Policy: Ensure that your subordinates feel they can approach you with their concerns,
ideas, or feedback without fear of retaliation.

6. CONTINUOUS DEVELOPMENT
Training: Offer regular training and skill development opportunities. This not only improves
efficiency but also demonstrates your investment in their growth.
Career Path: Discuss career trajectories and growth opportunities, showing subordinates a clear
path forward in the organization.

7. CONFLICT RESOLUTION
Address Conflicts Promptly: Conflicts left unaddressed can fester and harm team dynamics.
Neutral Mediation: When resolving conflicts, approach the situation neutrally, listening to all
parties involved before making decisions.

8. RECOGNITION & APPRECIATION

Acknowledge Achievements: Recognizing and rewarding good performance fosters motivation
and loyalty.
Celebrate Milestones: Celebrate team and individual milestones to foster a sense of community
and achievement

9. FLEXIBILITY
Adaptability: Recognize that different subordinates might have different needs and working
styles. Adapt your management approach accordingly.
Work-Life Balance: Respect your subordinates' time outside of work and understand that personal
emergencies or needs might occasionally arise.

10. TEAM BUILDING

Foster Team Dynamics: Team-building activities can help improve communication and
camaraderie among team members.
Promote Collaborative Work: Encourage team projects and collaborations, helping subordinates
learn from each other.
MGMT 1E REVIEWER

Factors in Workplace, Seafarer’s Welfare, and Working Relationship

Factors in the Workplace Affecting Seafarers Welfare:

● Working Conditions
● Duration of Contracts
● Work Hours
● Safety Standard

Seafarer’s Welfare:
● Physical Health
● Mental Health
● Recreational Facilities
● Skill Development
● Fair Wages and Benefits

Working Relationship Factors:

● Clear Communication
● Team Cohesion
● Conflict Resolution
● Cultural Sensitivity
● Leadership

External Factors:
● Port State Control
● Organizations and Conventions
● Seafarer’s Union
MGMT 1E REVIEWER

Leadership Style and Work Performance

Types of Leadership:
● Autocratic Leadership: Characterized by individual control over all decisions and little
input from team members. Autocratic leaders typically make choices based on their ideas
and judgments and seldom accept advice from followers.

● Democratic/Participative Leadership: Involves team members in the decision-making

process, though the ultimate decision might still rest with the leader. This style promotes
collaboration and is often associated with higher job satisfaction.

● Transformational Leadership: Inspire and motivate their team to innovate and create
change that will help grow and shape the future success of the company.

● Transactional Leadership: This style is more managerially-focused and is primarily

concerned with ensuring routine work is done consistently by the team. It often works on
a reward/punishment basis.

● Laissez-Faire Leadership: leaders give their team members a lot of freedom in how they
do their work and how they set their deadlines.

● Servant Leadership: Servant leaders prioritize the team’s growth and well-being,
placing the needs of the team above their own.
MGMT 1E REVIEWER

Safety Management and Leadership

SAFETY MANAGEMENT:

● Safety Management System (SMS): The primary tool for ship safety is the Safety
Management System, a structured and documented system that enables ship personnel to
effectively implement the company's safety and environmental protection policy.

● Risk Assessment: Regular risk assessments help identify potential hazards. Once
identified, mitigation strategies can be developed and implemented.

● Regular Drills: Regular safety drills, such as fire and abandonship drills, ensure the crew
knows the protocols in emergencies.

● Maintenance and Inspection: Regularly inspecting and maintaining equipment,

machinery, and safety devices ensures they are in working order.

● Safety Training: Continuous training of the crew on safety Procedures, equipment usage,
and best practices is vital.

● Documentation: Maintaining logs, records, and reports of inspections, incidents, and

maintenance help in accountability and future reference.

INTEGRATION OF SAFETY MANAGEMENT AND LEADERSHIP

● Safety Culture: Both management and leadership play roles in fostering a safety culture.
It's not just about following procedures but internalizing the importance of safety at every
level.

● Feedback Loop: Leaders act as a bridge between the crew and higher management. They
can provide feedback from the ground level to management, ensuring the SMS is always
up-to-date and effective.

● Accountability: While management provides the tools and procedures for safety,
leadership ensures they are implemented and followed. Both are accountable for safety
onboard.
MGMT 1E REVIEWER

EXTERNAL REGULATIONS AND OVERSIGHT

● International Safety Management (ISM) Code: Adopted by the International Maritime

Organization (IMO), the ISM Code provides an international standard for the safe
management and operation of ships, emphasizing the role of human factors in safety.

Leadership's Role in Combating Discrimination:

● Setting the Tone: Leaders set the tone for workplace culture. If leaders demonstrate
inclusive behaviors, it's more likely that such behaviors will become the norm within the
organization.

● Policy Development: Leaders play a pivotal role in establishing company policies.

Anti-discrimination policies should be clear, comprehensive, and consistently enforced.

● Training: Leaders should invest in regular training sessions on diversity, inclusion,

and anti-discrimination to ensure that all employees understand the importance and
practices of a fair workplace.

● Open Communication Channels: Leaders should ensure that there are open channels
for reporting and addressing cases of discrimination without fear of retaliation.

● Fair Recruitment and Promotion: Leaders should emphasize merit-based

recruitment and promotion processes that diminish biases and ensure equality of
opportunity for all.

\
MGMT 1E REVIEWER

The Adverse Effects of Discriminative Leadership

● Reduced Morale: Discrimination, especially when it's perpetuated by leadership, can

severely damage employee morale, leading to decreased productivity and engagement.

● Increased Turnover: Employees are more likely to leave an organization where they feel
discriminated against or undervalued.

● Legal Ramifications: Organizations can face lawsuits, penalties, and reputational

damage if found guilty of discriminatory practices.

● Loss of Diverse Talent: Discrimination can prevent the recruitment and retention of a
diverse talent pool, which is known to bring about increased creativity, broader
perspectives, and improved problem-solving.

Positive Impact of Inclusive Leadership

● Enhanced Innovation: A diverse and inclusive environment, fostered by leadership, can
lead to varied perspectives that drive innovation.

● Increased Employee Satisfaction: Employees who feel valued and treated fairly tend to
be more satisfied, loyal, and productive.

● Better Company Reputation: Companies known for inclusivity and fairness are often
more attractive to potential employees and customers.
MGMT 1E REVIEWER

Best Practices for Managing Multicultural Crews:

● Cross-cultural Training: Both for the shore-based staff and the seafarers. This training
can help in understanding and appreciating cultural differences, reducing biases, and
fostering mutual respect.

● Clear Communication Protocols: Establishing a common language (typically English in

the maritime sector) for all official communications and ensuring that crew members are
proficient in it.

● Conflict Resolution Mechanisms: Having clear processes in place for addressing and
resolving interpersonal conflicts that might arise from cultural misunderstandings.

● Promoting Inclusivity: Celebrating cultural events, understanding religious practices,

and ensuring that the ship’s environment is inclusive can go a long way in fostering
camaraderie.

Challenges and Concerns in multicultural nature of human resources onboard ships and in
the maritime industry:

● Communication Barriers: Different languages and accents can pose challenges.

Miscommunication can lead to operational errors, safety issues, and interpersonal
conflicts.

● Cultural Clashes: Differences in work ethics, beliefs, traditions, or even something as

simple as meal preferences can lead to misunderstandings or tensions.

● Training and Integration: There might be a need for additional training to ensure that all
crew members, regardless of their cultural backgrounds, are on the same page in terms of
safety, operations, and other onboard procedures.
MGMT 1E REVIEWER

Dynamics in Crew Employment in the International Maritime Perspective

Multicultural Crews:

● Diverse Backgrounds: A single vessel might have crew members from various
countries, each bringing their own cultural, linguistic, and professional backgrounds.

● Integration Challenges: Harmonizing the different working methods, communication

styles, and cultural norms can be a challenge, but it's essential for the safe and efficient
operation of the ship.

Employment Patterns

● Contract-Based Employment: Many seafarers work based on contracts, meaning they

might not have continuous employment throughout the year.

● Recruitment through Manning Agencies: Many shipping companies recruit seafarers

through manning agencies, especially from countries that are major suppliers of maritime
labor.

Economic Influences

● Shipping Market Fluctuations: The demand for seafarers is influenced by the global
shipping market. A booming market might increase demand, while a downturn can lead
to layoffs.

● Cost-Effective Crewing: Companies might hire crews from regions where labor costs are
lower to save on expenses impacting the dynamics of employment.
MGMT 1E REVIEWER

Maritime Education and Training (MET) Methodologies:

● Simulation-Based Training: Modern MET institutions make use of high-fidelity

simulators to mimic real-life scenarios, including navigation, machinery operations, and
emergency situations. Simulations offer a risk-free environment for trainees to learn and
make mistakes.

● Onboard Training: Practical experience onboard ships provides trainees hands-on

experience and helps them understand the theoretical knowledge in a real-world context.

● Classroom-Based Learning:Essential for imparting theoretical knowledge, including

maritime laws, ship operations, engineering principles, and more.

● E-Learning and Distance Learning: Especially relevant in today's digital age, it provides
flexibility to seafarers who may not always be on land to attend classes.
:
● Continuous Professional Development: Given the ever-evolving nature of maritime
technology and regulations, ongoing training for seafarers, even post-certification, is
crucial.
MGMT 1E REVIEWER

Modern Methods of Training Seafarers:

● Simulation-Based Training: a training method that makes use of technology to replicate

real-world situations or processes. Its primary purpose is to create a safe learning
environment where individuals can practice their skills, experiment, and experience
scenarios without real-world consequences.

● Virtual Reality (VR) & Augmented Reality (AR): training utilizes VR technology to
create an immersive, three-dimensional digital environment where users can interact with
their surroundings. It provides a simulated experience that can be similar to or completely
different from the real world. VR-based training is a subset of simulation-based training,
with the distinction being the immersive nature of the experience.

● E-Learning Platforms: Refers to education delivered electronically, primarily through

the internet, using various platforms or Learning Management Systems (LMS). These
platforms offer a structured environment where learners can access educational content,
interact with instructors or peers, and track their progress. E-learning is a flexible and
often cost-effective approach, allowing learners to study at their own pace, anytime,
anywhere.

● On-the-Job Training: refers to the method of teaching the skills, knowledge, and
competencies required for employees to perform a specific job within the workplace and
work environment. Instead of an employee learning in a classroom or external training
environment, the training is conducted at the actual work site, often while the employee is
actually working.

● Maintenance Software Training: involves instructing individuals on how to effectively

utilize maintenance management software tools. These tools, often referred to as
Computerized Maintenance Management Systems (CMMS) or Enterprise Asset
Management (EAM) software, help organizations plan, track, manage, and optimize their
maintenance activities.
MGMT 1E REVIEWER

ISM Code (International Safety Management Code) & SOLAS (Safety of Life at Sea)

● The International Safety Management (ISM) Code is a part of the SOLAS Convention. It
mandates a broad framework for the safe management and operation of ships, focusing
on the establishment of a safety management system (SMS) within shipping companies.

● The ISM Code, adopted under SOLAS, aims to ensure safety at sea, prevent human
injury or loss of life, and avoid damage to the environment and property.

SOLAS (Safety of Life at Sea):

It is one of the most significant and oldest international treaties concerning the safety of merchant ships.
The main objective of the SOLAS Convention is to specify minimum standards for the construction,
equipment, and operation of ships, compatible with their safety.

ISM Code (International Safety Management Code):

It is an essential standard in maritime safety and pollution prevention. Adopted by the International
Maritime Organization (IMO), the ISM Code provides a framework for companies and their ships to
manage and operate safely.

Purpose of the ISM Code:

● Ensure Safety at Sea: One of the primary objectives is to promote safety, preventing injuries or
loss of life.

● Avoid Pollution: Another critical goal is to prevent damage to the marine environment.

● Develop a Safety Culture: By instilling standard procedures and accountability, the ISM Code
seeks to develop a culture of safety awareness and environmental consciousness.

STCW Convention (International Convention on Standards of Training, Certification and

Watchkeeping for Seafarers)

is a critical international maritime convention that establishes baseline standards for the training,
certification, and watchkeeping for professional seafarers. Adopted in 1978 under the umbrella of the
International Maritime Organization (IMO), the Convention has been revised several times, most notably
in 1995 and 2010, to address changes in the industry and improve the quality and consistency of maritime
education and training worldwide.
MGMT 1E REVIEWER

MLC (Maritime Labour Convention)

often referred to as the "seafarers' bill of rights," is an international agreement that sets out seafarers'
rights to decent conditions of work. Established by the International Labour Organization (ILO) in 2006,
the MLC aims to ensure comprehensive worldwide protection and rights for seafarers and to create a level
playing field for countries and shipowners committed to providing decent working and living conditions
for seafarers.

Leadership vs Management:

● Leadership involves inspiring and motivating a team, setting vision and direction, and guiding
individuals towards achieving common goals.

● Management is about organizing, planning, and controlling resources to achieve specific goals. It
involves implementing processes, assigning tasks, and ensuring that resources are used efficiently

Leadership in the ISM Code:

● Safety Culture: The ISM Code stresses the importance of a robust safety culture onboard and
ashore. Leadership plays a critical role in fostering this culture, ensuring that safety is prioritized
and that everyone is committed to complying with safety and environmental policies.

● Responsibility and Authority: Leaders are responsible for defining, documenting, and
communicating the safety and environmental protection responsibilities and authority at all levels.

Management in the ISM Code:

● Safety Management System (SMS): The ISM Code requires companies to establish
an SMS, a structured and documented system enabling company personnel to
implement the company's safety and environmental protection policy. This involves
management activities like planning, organizing, and controlling.

● Documented Procedures: Management's responsibility is to ensure that processes

and tasks related to safety and environmental protection are clearly defined,
documented, and updated. This helps in standardizing operations and ensures that best
practices are consistently applied.

● Continuous Improvement: The ISM Code emphasizes the importance of

non-conformities, accidents, and hazardous occurrences' reviews. Management needs
MGMT 1E REVIEWER

to assess these situations, identify root causes, and take corrective action, highlighting
a continuous improvement approach.

● Resources and Personnel: The ISM code states that the company is responsible for
ensuring that each ship is manned with qualified, certificated, and medically fit seafarers
in accordance with national and international requirements. This involves management
in recruitment, training, and deployment.