MGMT 1 Reviewer

Lesson 1

Personal Management - principle of controlling of subordinates and maintaining good

relationship.

Basic Principle of Personal Management:

 Planning - an act of formulating a program for a definite course of action.

 Organizing - cause to be structured or ordered or operating according to some
principle or idea.

 Leading - cause to undertake a certain action to be a leader.

 Controlling - exercise authoritative control or power over.

CHIEF ENGINEER

In marine engineering, the chief engineer is a licensed mariner in charge of the engineering
department on a merchant vessel.

A chief engineer (commonly referred to as"Ch. Eng," "the Chief" or just "Chief") is
responsible for all operations and maintenance that has to do with any and all engineering
equipment throughout the entire ship.

Under many jurisdictions the chief engineer is of equal rank to the captain, with
responsibility being split between the two posts; the chief engineer taking responsibility
for engine room and maintenance, and the captain taking responsibility for navigation and
deck operations.

SECOND ENGINEER/ FIRST ASSISTANT ENGINEER

One of the most important positions in the hierarchy level of maritime professionals working
on the ship is the position of Second engineer. As the position comes under the
management level category, second engineer’s job is not only limited to carry out his own
duties but also to look after the entire operation of the engine room and other technical
aspects of the ship.

The 2nd engineer provides utmost assistance to the Chief engineer for running the ship
efficiently. Moreover, second engineer is also in-charge of all the operational engineers and
the crew of the engine room. He ensures for their personnel safety and routine duties. He
also plans the overall maintenance of all the machinery present in the engine room of the
ship.

THIRD ENGINEER/SECOND ASSISTANT ENGINEER

Third Engineer duties and responsibilities:

 Acts as an understudy of the Second Engineer;

 Performs sea and port watchkeeping;
 Maintains the Boiler and performs Cooler Water Test;
 Monitors all pump lines, provision reefer, emergency pump lines and ship’s spare and
stores;
 Reports to the upkeep of the steam boiler and associated auxiliaries, refrigerating
equipment and other machinery assigned by the Chief Engineer. He shall report to
the Chief Engineer any problem observed in the handling of the said equipment;
 Manages fuel consumption;
 Custodian of Engine Log Book and other engineering records;
 Performs such other functions as may be assigned by the Second Engineer;

FOURTH ENGINEER/THIRD ASSISTANT ENGINEER

Duties and Responsibilities;

Upon joining a vessel, the relieving 4th engineer shall report his presence on board to the
Chief Engineer or in his absence to the 2 nd Engineer.

The 4th engineer should take a thorough round of the engine department with the signing off
engineer and do a proper taking over of the duties.

He should check the inventory and location of all purifier and compressor spares.

He should check Inventory and location of pumps spares and tools.

He should check running hours and maintenance schedule of his designated machinery.

He should check general condition of machinery and special procedure for operation.

Condition and layout of bunkering system including valve operation, tanks and sounding
pipe location should be checked.
Condition and layout of sludge and bilge discharge system including valves and pump
operation should also be checked.

Thorough sounding of all fuel tanks, bilge and sludge tank should be taken.

Daily consumption of lube oil, fuel oil, marine diesel or gas oil and cylinder oil for daily
record keeping in sounding log is to be checked.

Daily production of bilge and sludge on board for record keeping of waste water sounding
log.

ENGINE CADET

Engine Cadet - is the most junior personnel in Engine department. He is responsible to take
a Job order to 2nd Engineer. Follow instructions to all engine officers. He also assists the
engine officer when time of activity to all machinery around engine room. He is candidate to
be an engine officer in the future.

FITTER

Engine fitter, as the name suggest is mainly responsible for properly fitting the engine and
other electrical parts required in the engine room of a ship.

MOTORMAN

A qualified engine rating who stand a watch with the engine officer, as well as performing
menial task and assisting Engine officer’s maintenance.

OILER

A Rating who is responsible for ensuring that machinery is adequately lubricated. Performs
menial task such as cleaning, sounding tanks, etc.

WIPER

The lowest rating in the engine room and is tasked with keeping the machinery spaces clean
and tidy. Wipers usually go on to become oilers once they familiar with engine room
machinery and specific routines.

Lesson 2

Cultural awareness is the ability to recognize the different beliefs, values and customs that
someone has based on that person’s origins and it allows a person to build more successful
personal and professional relationships in a diverse environment. A person’s state, region or
country of origin and local customs heavily influence cultural background.
If you have ever been on ship, you will have noticed that people from all around the world
and form many different cultures are working there. The world meets on board! However,
understanding and respecting each other is crucial if you need to work in a team.

The main goal behind improving intercultural audiences is to pay special attention to specific
areas of communication to enhance the effectiveness of the intercultural messages. These
specific areas are broken down into three subcategories; Non-Verbal, Oral, and Written
messages.

 Non-Verbal contact involves everything from something as obvious as eye contact

and facial expressions to more discrete forms of expression such as the use of space.
Experts have label the term Kinesics to mean communicating through body
movement. Huseman, author of Business Communication, explains that the two
most prominent ways of communication through Kinesics is eye contact and facial
expressions.

 Eye contact -,Huseman goes on to explain, is the key factor in setting
the tone between two individuals and greatly differs in meaning
between cultures. In the Americas and Western Europe eye contact is
interpreted the same way, conveying interest and honesty. People who
avoid eye contact when speaking are viewed in a negative light,
withholding information and lacking in general confidence. However, in
the Middle East, Africa, and especially Asia eye contact is seen as
disrespectful and even challenging of one’s authority. People who
make eye contact, but only briefly, are seen as respectful and
courteous.
 Facial expressions- are their own language by comparison, and
universal throughout all cultures. Dale Leathers, for example, states
that facial expression can communicate ten basic classes of meaning.
 The final part to Non-Verbal communication lies in our gestures, and
can be broken down into five subcategories;

a. Emblems- refer to sign language such as the “Thumbs Up” which is one of the
most recognized symbols in the world)

b. Illustrators- mimic what we speak (such as gesturing how much time is left by holding up
a certain amount of fingers).

c. Regulators- act as a way of conveying meaning through gestures (raising up one’s hand,
for instance, indicates that one has a certain question about what was just said)
and become more complicated since the same regulator can have different meanings across
different cultures (making a circle with ones hand for instance in the Americas means O.K
but in Japan the gesture is symbolic for money, and in France conveys the notion of
worthlessness).

d. Affect Displays- reveal emotions such as happiness (through a smile) or sadness or

sadness (mouth trembling, tears)

e. Adaptors- are more subtlesuch as a yawn or clenching fists in anger.

Oral and written communication is generally easier to learn, adapt and deal with in the
business world for the simple fact that each language is unique. The one difficulty that
comes into play is Paralanguage, “Language refers to what is said, Paralanguage refers to
how it is said. Even though, logically, the same words should convey the same meaning the
volume, rate, and emphasis placed on those words can change the meaning of the phrase.

Each person is distinct from one another, not only in our physical aspects but especially so
in our behaviors and attitudes.

Behavior is an inherent trait of an organism, including man, towards its environment

and other organisms. It is controlled by our endocrine and nervous systems and the
complexity of our behavioral patterns are set by the complexity of our nervous system.

Attitude is how we react to these stimuli or input. We either have a positive or

negative reaction towards an object, a person, place thing or event. It is how we judge
these things and the way that they affect us that set our behavior towards them. We
develop our attitudes through experience and observation.

Ship management attitudes play a significant role in commanding ships. The

attitudes-performance linkage is not linear. Behavior and performance are less effective in
officers with negative attitudes and equally effective in officers with slightly positive and
very positive attitudes.

The shipping sector is highly globalized and the maritime labour market is widely
multicultural. Therefore, shipping companies are increasingly aware of the importance of
cross-cultural training and management. The culturally diverse working conditions on board
mean cross-cultural competence is an essential seafaring skill.

This requires effective cooperation in the field of communication between all

stakeholders: the industry on a macro-level, as well as the shipping companies and relevant
organizations on a micro-level.

Seafarers have to work with a wide range of different cultures; on board as well as in
port. Not knowing the cultural differences of the people involved can lead to a large number
of misunderstandings, unnecessary controversies and evitable accidents.

Cross-cultural competency can facilitate career mobility and transfer, from ship to
shore positions and vice versa.

Lesson 3

Lack of multicultural awareness and cross-cultural understanding has reared its head in the
shipping industry. It’s been a factor in seafarer retention, at times for accidents and
environmental damage, and can affect seafarer safety and well-being on board. An inability
to foster cultural competence affects the shipping industry’s bottom line.

Multicultural crews and a possible lack of a common language have produced a rising
worry of the competence of ship crews. This is of crucial interest especially when
technological advances have cut down the number of crewmembers, from what used to be
40-50 to about 20-25 even on large carriers.

One of the major concerns is fatigue.The report highlighted growing levels of fatigue,
particularly among masters and watch keepers, who enjoyed less total sleep than other on
board and noted that motivation was depressed by fatigue. Captains suffer from fatigue and
stress more than their crews and fatigue can result in long term physical and mental health
issues.

Informal groups provide social status and satisfaction that may not be obtained from the
formal organization. Informal groups develop a communication channel to keep its members
informed about what management actions will affect them in various ways.

Natural theorists question the importance of formal structures over informal ones.
“Informal structures are those based on the characteristics or resources of the specific
participants” (Scott p.54), and can be distinguished from formal basis by observing the
changes resulting from a change in personnel at a particular position.

Yet interestingly, this informal structure is also stable. Participants within formal
organizations generate informal norms and behavior patterns: status and power systems,
communication networks, sociometric structures, and working arrangements.

There are many aspects of culture-shared language, traditions, norms and beliefs and
customs. Regardless of the culture, successful interactions, across cultures are built on
respect, trust and the ability to communicate effectively. Use the following tips to build your
cross-cultural relationships:

 Seek to understand. Don’t make assumptions. Ideally you want to learn about
different cultures through a variety of credible sources-your own persona;
relationships, book, travel, research and ongoing education.
 Keep an open mind. Avoid stereotypes. Expand your base by building a broad cross-
section of relationships-gender, race sexual orientation, country of origin and people
who think differently from you.
 Start with “who you know.” The best place to start is with others who you know
inside and outside of your organization, business and social organizations.
 Attend multicultural networking events. Professional organizations, cultural events,
conferences, diversity forums, minority business expos and community events re all
great places to network.
 Get involved. Volunteer and partner with groups and organizations where you can
add value, while interacting and getting to know others from different backgrounds.
It will take time to build trust and to establish authentic relationships, so think long-
term.
 Keep your word. Establishing trust is the key to sustained successful relationships. If
you say you’re going to do something-do it!
 Assumptive positive intent. Be positive. At some point miscommunication is likely to
occur. When this happens, don’t give up. Assume positive intent and continue on the
journey. Persistence is the key. Stay the course and establish yourself as someone
with genuine interest in maintaining relationships across cultures.
MGMT 1 – Lesson 4 – 8 Video

Both leadership and teamwork have a direct impact for a organization to carry out
it’s mission. For leadership, we have the functional and designated leadership.

Desginated Leaders –they are officially recognized in their designated leadership

role or may be appointed or elected by the people inside or outside the group

Functional Leaders – is any member of a group whether a designated leader or

not, who performs the activities associated with leadership, including developing
and maintaining communication, recruiting members and satisfying their
interpersonal needs, defining purposes, objectives and the goal of the team.

You need leadership to foster synergy and to make sure everyone on your team is
going in the same direction and working towards the same goal and teamwork is
your vessel to propel towards your goal effectively and efficiently.

Qualities of a Leader

Good example - A good leader should be a good example to his team and even
outside the perimeter of the organization.

Vision - A leader is a visionary. As a visionary leader you must have the clear idea
of how the future of the organization should look. Moreover, you have to set
concrete steps to bring that vivid and flaming vision of life. And you lead your team
in that direction.

Expecting the best - A leader should be optimistic, especially in crucial period of

time. Remember, our mindset and way of thinking is coercive. What we think is
what we get. Therefore, as a leader think for the best in order to acquire what is
best.

Clear communication - A leader is a good communicator. To convey his plans, to

motivate his team especially under pressure, or even to offer the words of gratitude
for achievement and success.

Support, encouragement, recognition, and inspiration - He must be wise to

select words that will support, encourage, inspire, and recognize every effort
rendered by each member of the team.

Integrity - There should be integrity in leadership. Integrity is defined as the

quality of being honest and having a moral principles and moral uprightness.

Clear goals - A leader should have a clear direction where he is steering his
vessel.
 The success of the team is the success of a leader and the failure of the team is
the failure of the leader.

Leadership styles and/ Techniques

Coach- is someone who can quickly recognize his/her team member’s strength and
weaknesses. Motivates each individual improve. This type of leader, often assists
team members in setting smart goals and provides regular feedback with
challenging projects to promote growth and professional development. They’re
skilled in setting expectations and creating a positive, motivating environment. The
benefit of this style, is that it is positive in nature and it promotes the development
of new skills, great thinking, empowerment, and fosters a confident company
culture. Leaders who coach is often seen as valuable mentors.

Visionary – a visionary leader have the powerful ability to drive progress and
usher in periods of change by inspiring employees and earning trust for new ideas.
A visionary leader is also able to establish a strong organizational bond. They strive
to foster confidence among direct reports and colleagues. A visionary style, is
especially helpful for small and fast growing organization or even large organization
experiencing transformation or corporate reconstructuring. A visionary leader can
help companies grow, unite the team and overall company and improve outdated
technologies and practices.

Servant – A servant leader lead by a people first mindset and believe that when a
team member feel personally and professionally fulfilled they are more effective
and more likely to regularly produce a great output or an outstanding report.
Because of their emphasis on employees satisfaction and collaboration. They tend
to achieve higher levels of respect. In addition, a servant leadership style is an
excellent leadership style for organizations of any industry and size. But is
especially prevalent in non-profit organization. These types of leaders exceptionally
skilled in building employees morale and helping people re-engage within their
working environment. Servant leaders have the capacity to boost employees’
loyalty and productivity, improve employees development and decision making,
cultivate trust and create future leaders.

Authoritarian/ Autocratic – This type of leader is someone who primarily focuses

on the results end efficiency. They often make decisions alone or with the small
trusted group. They expect employees to do what they ask. They are like military
commanders. Autocratic style can be useful in organization with strict guidelines or
compliance. It can also be beneficial when used with employees who need a great
deal of supervision. For example, for those employees with no or little experience.
However, this leadership style can create and make employees confined, they
would feel they have no freedom.

Laissez faire or hands – off – This is the opposite of autocratic leadership. Here,
it focuses mostly on delegating many task to team members and providing little to
know supervision because a laissez-faire leader does not spend time intensely
managing the employees. They often have more time dedicating towards other
projects. Managers may adopt this leadership style when all team members are
higly experienced, well-trained, and require little of his/her side. However, it can
cause deep improductivity if employees that are confused about their leader’s
expectations or some members need consistent motivation and boundaries to work
well.

Democratic/ participative – this is a combination of autocratic and laissez-faire

type of leaders. A democratic leader is someone who asks or input and considers
feedback from their team before making a decision because team members feel
their voice is heared and their contributions matter. A democratic leadership style is
often credited with fostering higher level of employee engagement and workplace
satisfaction. Under this leadership style, employees can feel valued, empowered
and unified. It has the power to boost your tension and moral. It also require less
manageral oversight as employees are typically part of the decision making and
know what they need to do.

Pacesetter – this one is the most effective in achieving fast result. Pacesetter
leaders are primarily focused on performance. Often set high standards and hold
their team members accountable for achieving their goals. Pacesetting leadership
pushes employees to hit goals and accomplish business objectives. It promotes
high energy and dynamic work environments.

Transformational – this is similar to the coach style that it focuses on clear

communication, goal setting, and employee motivation. However, instead of placing
the majority of the energy into each employees’ individual goals, the
transformational leader is driven by a commitment to organizations objectives.
Transformational leadership values personal connections with their team which can
boost company’s morale and retention. It also values the ethics of the company and
team instead of being entirely goal oriented.

Transactional – laser – focused on the performance, similar to the pacesetter.

Under this leadership style, the manager establishes pre-determined incentives,
usually in the form of monetary reward for the success and disciplinary action for
the failure unlike the pacesetter. Though transactional leaders style also focused on
mentorship and instruction and training to achieve the goals and enjoy the reward.
Transactional leaders facilitate the achievement of goals through short-term goals
and clearly defined structures.

Bureaucratic – similar to the autocratic in that they expect their team members to
follow the rules and procedures precisely as what is written or what the customers
are expecting. This style focuses on fixed duties within the hierarchy or each
employees has the set list of responsibilities. There is little need for collaboration
and creativity. This leadership style is most effective in highly regulated industries
or deparments such as in finance or in government.

Every leader is different, most develop their own leadership style based on factors
like experience, their personality, their orientation, the environment, as well as the
unique need of the company and it’s organizational culture.

Onboard the vessel, depending on the demands and expectations of the stake
holders, seafarers spend a long period of time onboard the ship living, eating, and
working together, basically doing life together. Regardless of nationality, age, and
gender preferences seems you have to work with people who you see 24/7
onboard. It is important that you work well together. One imperative part of
working well together is the developing the culture of team of one. Collaborating
with your colleagues can solve your problems easily. The team can brainstorm a
solution or a new way of doing things. If you work alone, you might not achieve the
same results and might spend a longer time at the task. By working with your
fellow colleagues onboard the ship, you can improve communication, as there are
opportunities for open discussion and team members can cooperate more easily.
Working as a team will allow you to learn from your team member. You can
leverage on each others strong points and provide due support to one another.
When you work together and succeed together, you feel good and you foster a
better working relationship within or with you colleagues onboard. The enhanced
working relationship can translate into mutual trust and eventually friendship if
things go well. Teamwork benefits employees on a personal level. Work together to
understand how to resolve conflicts and learn from your fellow teammates and
you’ll realize that teamwork is very beneficial to your work or your current
situation.

Structured Shipboard Training Program – A planned and structured programme

of training designed to assist a prospective candidate to achieve the standard of
competence in accordance with the table of competences of STCW Code.

Following the guidelines in the STCW Convention in manila last June 2010 which
adopted the manila amendments to the international convention on standards of
training, certification and watchkeeping for seafarers or STCW 2010. This book is
designed to provide deck cadets with a practical structured onboard training
program that covers the requirements of STCW manila convention. The level of
knowledge, understanding and proficiency required is to be sufficient for
watchkeeping and other onboard duties and other operation needs to be carried
out. It is recognized that the development of competence in activities difficult to
teach onboard environment will need the support of shore based teaching. The
program of onboard training is an integral part of the overall training program. The
comprehensive provision in the book enable a cadet to complete appropriate tasks
prior to joining a ship if circumstances permit.

IMO

- It is a functional organization of the united nations that responsible for tha

safety and security of shipping and prevention of marine and atmospheric
pollution by ships. Its main role is to create a regulatory framework for
shipping industry that is fair and effective, universally adopted and
universally implemented. The organization consist of an assembly, a council
of 5 main committees that includes the maritime safety committee, the
marine envronment protection committee, the legal committee, the technical
cooperation committee and the facilitation committee. And numbers of sub-
committees supporting the work of the main technical committees. Its role is
is create a level of playing field so that ship operators cannot address their
financial issues by simply cutting corners and compromising on
safety,security and environmental performance. However, this approach also
encourages innovation and efficiency because we cannot deny the mere fact
that shipping is truly an international industry and it can only operate
effectively if the regulations and standards are themselves agreed, adopted,
and implemented on an international basis. IMO is founded in 1948. It has
played a key part in the structuring of the procedure across the global
maritime industry. Along side its sister agency ILO or the international labour
organization, a number of crucial internationally recognized agreements have
been enforced with the key goals of improving safety to ships, their
operations that sail upon them. In addition, to improving the marine
environment from pollution cause by our daily routine operation or even in
accidental damage. 4 key conventions have been put in place to mandate
requirements and standards sorrounding safety procedure, pollution
prevention, seafarers training and qualifations, and labour laws of the
maritime industry, and the international convention on safety of life at sea,
the international convention for the prevention of the pollution from ship, the
standards of training, certification, and watchkeeping for seafarers, and the
maritime labour convention.
4 Pillars of IMO

SOLAS Convention – sets a minimum safety requirement for construction

of equipment and operation of merchant ship. The 14 chapters is comprised
of arranged of codes and regulations.

MARPOL – the main international maritime convention covering the

prevention of the environment pollution by ship. Torre canyon in 1967 is the
biggest oil spill to date and was the point to put the development of the
convention to address pollution prevention. MARPOL was established in
1973. In 1973, MARPOL was not enforced. Following number of further
incidents betweem 1976 to 1977, the MARPOL 1978 was added to the
orignial MARPOL convention. The combined convention came into force in
1983. MARPOL initiated changes in ships designs and standards of
construction with the aim of mitigating any potential threat to spillage or any
damage to our marine environment.

STCW – The standards of training, certification and watchkeeping for

seafarers. Sets the minimum quality standards for personnel and crew of all
level onboard a vessel. Its main purpose is to promote safety at sea along
side the protection of the marine environment. STCW requires the trainings
leading to the issue of certification is provided by the approved source. Major
amendments were made to the STCW in 1995, then again the last one was in
2010 (STCW Manila Amendments) to address concerns with the existing
convention and incorporate updates to meet modern day trainings and
requirements.

MLC (2006) –Maritime Labour Convention. It sets out minimum standards

for seafarers on a merchant ship. The comprehensive convention provides
an internationally recognized single source of relation and guidance. Under
the MLC, the seafarers will have a minimum working and leaving right
convering their contract of employment, the salary, the manning levels. The
working and resting hours are also under the MLC. Your leave entitlement,
repatriation, compensations that you will be receiving. Even insurance incase
of accidents. Career and skill development are also under MLC. In addition,
to the standards stipulating minimum age and medical certification, seafarers
will need to be trained and qualified to perform their onboard duties and the
received personal safety trainig. The MLC also ensures seafarers to have
access to satisfactory accommodation, recreational and medical facilities
when they are onboard.
The four pillars of IMO will play an important role in the levels of safety and
environmental protection seen present across the industry today. These
standards would not be possible without mutual global effort to uphold the
conventions rules and regulations to drive further improvement.

Rules and regulations

Rules – are guidelines and instructions for doing something that is right. It is
created to manage behavior in an organization or even in a country. They are
written principles.

Regulation – they are directives made in addition to the laws in a particular

country.

The main difference between rules and regulations is that the nature of
the rules is more flexible. On the other hand, the heart of a regulation is
more stringent. Rules are set according to individuals or organization.
Regulationis according to state. Another difference between the two, the
rules are set of instructions given to public and regulations are rules accepted
legally by the adminstration. Therefore, rules are part of regulation but
regulations are part of the law.

IMO – “safe, secure, efficient shipping on clean oceans”

Quiz 1

1. As OOW, how are you going to practice Situational Awareness in congested

area?

By applying kinesics

2. Complete the analogy. Nose wrinkle: Facial expression. Beckoning first finger:

Emblem

3. Passiveness in the sense of information exchange leads to the situation 2/2

that certain members of the crew on board ship stop asking for information from
their colleagues as well. The statement tells about

Complacency

4. This certificate sets the minimum crew requirements and the ship managers
can have any number of crew above the numbers mentioned in this certificate
subject to the capacity of life saving appliances.

Safe Manning Certificate

5. Who are the members of the Support Level?

Bosun, AB, OS and Wiper

6. To what level of positions or roles onboard where planning or formulating 2/2

a specific program/s for various shipboard operation/s.

Management Level

7. It is the most common form of business communication.

Written Communication

8. What is the contributing factor to the 16% of the vessel casualties and 33% of
the crew injuries on board.

Fatigue

9. Following are the meaning of Situational Awareness except:

being sensitive to the origin of every crew

10. They are well-known to naturally removed their shoes before entering their
houses. This is a culture in:

Japan
Quiz 2

1. It is regarded as the most important convention that deals with maritime

safety.

STCW
MARPOL
SOLAS
COLREG

2. It is not only an extension of logistics management, but it is more

management of relationship across the networks.

Occupational Health Management

Supply Chain management
Safety Management
Human Resource Management

3. It is the level of manning that will ensure that a ship is sufficiently, effectively
and efficiently manned to provide: safety and security of the ship. safe
navigation and operations at sea.

Acceptable Safe Manning

Recommended Manning
Maximum Safe Manning
Minimum Safe Manning

4. What are the set of rules or directives made and maintained by the IMO?

Recommendation
Executive Order
Law
Regulations

5. Its function within an organization focuses on recruitment and management

of people for the Company:

Occupational Health and Safety Management

Business Manager
Leadership
Human Resource Management
6. What system should ensure compliance with mandatory rules and
regulations and that applicable codes, guidelines, and standards,
recommended by authorities are taken into account.

Safety Management System

Occupational Health Management
International Organization for Standardization
Human Resource Management

7. Which element of an organization that provides means which personnel

carry out their task and perform work?

People
Homework
Technology
Framework

8. It is defined as a pattern of actions expected of a person in activities

involving others.

Teamwork
Cooperation
Ethics
Role

9. It emphasizes the importance of setting clear objectives and developing

individual and team goals.

Goal setting
Teamwork
Team loyalty
Team cooperation

10. Which statement means the most central differences that separate cultures
and cultural ways of doing things?

Languages
Time
Color
Personality
Quiz 3

1. It is the degree in which a person is curious, original, intellectual, creative,

and open to new ideas.
Agreeableness
Extra-version
Openness
Neuroticism

2. Which type of relationship between ship’s administration and informal

leaders of micro groups when an informal leader helps to solve tasks set by an
administration and quite often served as a linking element between ship’s
administration and the crew?
Positive
Leadership
Negative
Neutral

3. Who creates a strong teams with people that are committed to

organization’s overall goals?
A manager
A leader
The administrator
Business manager

4. It is the corrective term for various types of activities used to enhance social
relations and define roles often involving collaborative tasks.
Organizational set up
Group organization
Organize group
Team building

5. It is the process of getting things done by combining all elements of

organization.
Group interaction
Management
Group activity
Group planning
6. It is a formal leader officially entrusted with managing a certain group of
people and arranging their activities.
Team leader
Department head
Manager
Group leader

7. Who is a person, due to his capabilities and personal qualities, is able to lead
people and influence their behavior?
Organization leader
Informal leader
Team leader
Group leader

8. Which statement is designed to improve the efficiency of the process, rather

than the interpersonal aspect of it?
Team building
Teamwork
Team cooperation
Team training

9. It was found to have the strongest effect out of various financial measure for
improving organizational performance.
Team-organization
Team-cooperation
Team-development
Team-loyalty

10. These style of leadership involves guiding employees in their decision-

making process.
Global leadership
Employee empowerment
Transformational
Coaching
Quiz 4

1. It is a leadership style that all decisions without consulting employees and will
also dictate employee's roles.

Democratic
Autocratic
Laissez-faire
Transactional

2. It is a type of team that is formed for a temporary period until a problem is

solved and then they disband.

Cross-functional teams
Temporary work teams
Problem-solving teams
Work teams

3. What kind of leaders look beyond themselves in order to work for the greater
good of everyone?

Laissez-faire
Transactional
Transformational
Autocratic

4. It is defined as a group of people working together to achieve a common

goal.

Team building
Team training
Teamwork
Organization

5. It is a leadership style that is centered on employee participation and

involves decision making by consensus and consultation.

Autocratic
Democratic
Laissez-faire
Transactional
6. Which style of leadership is best used when employees are educated,
knowledgeable, and self-motivated?

Transactional
Laissez-faire
Democratic
Autocratic

7. It is the degree to which a person is outgoing, talkative, sociable and enjoy

socializing.

Openness
Extroversion
Agreeableness
Conscientiousness

8. It is a feeling of quiet pleasure or security, often while unaware of some

potential danger, defect, or the like; self-satisfaction or smug satisfaction with
an existing situation or condition.

Boredom
Complacency
Fatigue
Homesickness

9. What is the patterned of social arrangements in a society that are both

emergent from and determinant of the cation of the individuals?

Culture
Cultural awareness
Social structure
Social network

10. Which human factor contributed 16% of the vessel casualties and 33% of
the injuries?

Fatigue
Coordination between pilot and bridge crew
Inadequate communication
Presence of mind
Quiz 5

1. It involves being aware of what is happening in the vicinity in order to

understand how the information, events, and one’s own actions will impact
goals and objectives both immediately and in near future.

Personnel awareness
Environmental awareness
Situation awareness
Alertness

2. What is an emotional state experienced when an individual is left without

anything to do and not interested in their surroundings.

Homesick
Fatigue
Boredom
Stress-out

3. What can be regarded as the social rank of a person within a group and
represents the recognition, honor and acceptance given to a person by the
other members of the group?

Influence
Privileges
Status
Group

4. It refers to the array of every physical action and observable emotion

associated with individuals as well as the human race as a whole.

Human weakness
Human traits
Human factor
Human behavior

5. Which of these statement means the groundwork for successful globalization

business affairs?

Understanding social relationship

Understanding the way other cultures work
Study of languages other than one’s own
Racial differences

6. What do you call to a team whose members have different cultural

backgrounds.

Divergent
Multi-cultural
Homogeneous
Teamwork

7. It is the inability to foster cultural competence among members of the crew

onboard.

Lack of Cultural Awareness

Lack of Management
Lack of Leadership
Lack of Social Responsibility

8. Which statement means, the vehicle by which meaning are conveyed,

identify, composed and reinforced, and feelings are expressed?

Understanding
Self-awareness
Communication
Self knowledge

9. What is an expression of favor or disfavor toward a person, place, thing, or

events?

Gratitude
Behavior
Attitude
Discipline

10. What is defined as an investigation of how language both presuposses and

create a new social relations in culture context?

Cultural awareness
Language socialization
Cultural anthropology
Cross-cultural communication