doctoral dissertation: eagle360

EAGLE360EAGLE360A Management & Leadership A Management & Leadership

Development Strategy for Development Strategy for Maritime Management Level Maritime Management Level

OfficersOfficers

EExperiential xperiential

AAssessment &ssessment &

GGuide foruide for

LLeadershipeadership

EEffectivenessffectiveness

A Dissertation Presented toA Dissertation Presented toThe Faculty of the Graduate School ofThe Faculty of the Graduate School of

The International Academy of Management and EconomicsThe International Academy of Management and Economics

Adviser : Dr Nerza A. Rebustes Adviser : Dr Nerza A. Rebustes Researcher : Juanito J. GegajoResearcher : Juanito J. Gegajo

08 October 200908 October 2009

TITLE : EAGLE360 – A Management & Leadership

Development Strategy for Maritime Management Level Officers

RESEARCHER : JUANITO J. GEGAJO

DEGREE : Doctor of Philosophy (Major in Management)

SCHOOL : INTERNATIONAL ACADEMY OF MANAGEMENT AND ECONOMICS

ADVISER : NERZA A. REBUSTES, Ph. D.2

AbstractAbstractThe goalgoal of this research work is to create an effective

strategy strategy and frameworkframework that will serve as a foundation and guide for the management & management & leadership development leadership development of maritime management level officers (MLO) who are the top officers onboard maritime vessels navigating the world’s vast oceans.

This begins with identifying the current and future management challengesmanagement challenges of MLOs, determining the knowledge and skills needed knowledge and skills needed to overcome such challenges, verifying the focus of recent programsfocus of recent programs for MLOs, determining howhow these training & development programs are evaluatedevaluated, reviewing & utilizing globally accepted approachesapproaches on management & leadership developmentdevelopment, and then creating a new strategic new strategic development solutiondevelopment solution, responsive to current needs and environment. 4

Research ObjectivesResearch Objectives

Create a strategy for MLOs’ M&L development

Begin by looking at problems & challenges

Identify needed skills & knowledge

Assess current programs for MLOs

Link created solution with today & tomorrowLink created solution with today & tomorrow

MLOs represent the highest levels of responsibility onboard marine vessels. In this group are the Captain, the Chief Officer, Captain, the Chief Officer, thethe Chief Engineer, Chief Engineer, and the Second EngineerSecond Engineer. They are highly scientific experts in navigation, nautical science, maritime safety, or marine engineering.

Entrusted with highly technical highly technical roles & tremendous responsibilities to take charge of multibillion-dollar vessels, cargo, and passengers at the open waters, the training and licensing procedures for this high paying, top level professions are intense and demanding in terms of time, energy, skills, and money.

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To achieve this level of expertise and professional recognition for the maritime industry, training begins at the college level begins at the college level where the students are referred to as ‘marine cadets’. The approach is paramilitaryparamilitary. Most of these students are scholarsscholars of shipping companies who want to get and prepare these students for work with their companies. Those who are not scholars find it extremely difficult to get an apprenticeship assignment after two years of college education.

The scholars, on their third year of college, already go onboard as ‘apprenticesapprentices’ for one year on the vessels owned by their sponsors, receiving an average monthly allowance of US$ US$ 700700. On their 4th year, they return to school to complete and earn their bachelor’s degree, either as one of the deck or engine crew.

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To become a Management Level Officer, the graduating cadet has to earnearn a certain number of years of experienceexperience at sea, take various professional, licensing examsexams, and get a promotionpromotion for various lower levels of positions or ranks until he becomes a Captain or a Chief Engineer. How they become MLOs or the generic beginnings of these MLOs can be a subject of another study.

This one presents a strategy for further enhancing the continuing management & leadership skills development of existing MLOs in the Philippines, in response to current problems and in anticipation to future challenges.

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BackgroundBackground

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Conceptual Framework

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Problem Key PointsProblem Key Points

Evaluation of

Evaluation of

Programs

Programs

Attended

AttendedFocus of Programs Focus of Programs

AttendedAttended

Four Dimensions

Four Dimensions

of Intellig

ence

of Intellig

ence

Types of Skills &

Types of Skills & Knowledge

Knowledge NeededNeeded Current & Future

Current & Future

ChallengesChallenges

360 Degree360 DegreeAssessmentAssessment

Statement of the ProblemStatement of the Problem1.1. What is the profile of the respondents (MLOs)?What is the profile of the respondents (MLOs)?2.2. What management & leadership challenges do What management & leadership challenges do

they face today and the next 10 years?they face today and the next 10 years?3.3. What types of new knowledge & skills do they What types of new knowledge & skills do they

need to possess or develop in preparing to need to possess or develop in preparing to overcome these challenges? overcome these challenges?

4.4. How important are the 4 dimensions of How important are the 4 dimensions of intelligence in facing these challenges and in intelligence in facing these challenges and in what level are they now in each dimension?what level are they now in each dimension?

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Statement of the ProblemStatement of the Problem5.5. In terms of ratio, how many percent of the In terms of ratio, how many percent of the

programs they attended in the recent 12 programs they attended in the recent 12 months were focused on preparing them to months were focused on preparing them to meet such challenges? meet such challenges?

6.6. What areas of the training were evaluated & What areas of the training were evaluated & what tools were used to determine the what tools were used to determine the effectiveness of the programs they have effectiveness of the programs they have attended? attended?

7.7. What are their perceptions & feelings towards What are their perceptions & feelings towards multi-rater assessment for management & multi-rater assessment for management & leadership development?leadership development?

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Research SignificanceResearch Significance

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Research MethodsThe research design used was the descriptive

method and Delphi technique using a structured questionnaire for 126 respondents - key officers from prominent private and government maritime training centers.

Data was generated primarily from maritime management level officers, such as captains, chief mates, chief mates, and crewing managers, maritime trainers, and other seafaring officers. The selection was done following the non-probability judgment sampling, involving respondents in the best position to give information.

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Research MethodsResearch MethodsSome of the respondents were participants in the courses Some of the respondents were participants in the courses

and workshops conducted by this researcher at the and workshops conducted by this researcher at the duration of the data gathering, coupled with interviews duration of the data gathering, coupled with interviews with key officers from prominent private and with key officers from prominent private and government maritime training centers. government maritime training centers.

Formal letters of request for interview were sent to key Formal letters of request for interview were sent to key individuals and representatives of regulatory bodies individuals and representatives of regulatory bodies and national centers of maritime education. The letters and national centers of maritime education. The letters were followed up with phone calls to get an were followed up with phone calls to get an appointment, which was either a face-to-face appointment, which was either a face-to-face structured interview or a phone interview. Below structured interview or a phone interview. Below represents a table for the respondents as primary represents a table for the respondents as primary sources of data.sources of data.

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How is training evaluated? How is training evaluated? Level 4 – Business Impact

Level 3 - Workplace ApplicationLevel 2 - Learning

Level 1 - Reaction

Four Levels of Training Evaluation

RespondentsRespondents Respondents Captains Chief

OfficersChief

Engineers2nd

Engineers Total

PMMA 2 3 3 0 88

NMP 5 2 4 1 1212

MAAP 2 1 1 2 66

Wilhelmsem 8 5 9 2 2424

Odfjell/Idess 13 11 12 9 4545

NSCP 5 7 8 11 3131

TOTAL 3535 2929 3737 2525 126126

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RespondentsRespondents Countries of

Origin Number

Philippines 92China 9Scotland 3Norway 8Ireland 2New Zealand 3India 9Total 126

Age Bracket Number

30 – 35 936 – 40 2641 – 45 3846 – Above 53

Average Age 45

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RespondentsRespondents

Educational Level Number

College 126

Masters 27

PhD 1

Years Of Sea Experience Number

Minimum 12

Maximum 35

Average 22.3

Ranks Min USD

Max USD

Captains 9,341 11,120

Chief Engineers 8,405 10,301

Chief Officers 5,922 7,385

2nd Engineers 5,730 6,290

Average 7,350 8,775

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Summary of Summary of FindingsFindings

Most significant challenges that the maritime industry faces Most significant challenges that the maritime industry faces today and the next 10 yearstoday and the next 10 years

• 69% of this group perceives that a significant challenge facing the 69% of this group perceives that a significant challenge facing the maritime industry today and the next 10 years falls under maritime industry today and the next 10 years falls under industry industry image, shortage of personnel, image, shortage of personnel, andand lack of career development lack of career development programs & succession planning.programs & succession planning. This is mentioned in various related This is mentioned in various related phrases such as: phrases such as: training junior seafarers, creating positive attitudes training junior seafarers, creating positive attitudes for greater responsibility, for greater responsibility, oror enhancing the image of their industry. enhancing the image of their industry.

• 31% say that 31% say that increased workload as a result of new regulations and increased workload as a result of new regulations and greater operational demandsgreater operational demands pose a significant challenge to their pose a significant challenge to their industry today and the next 10 years.industry today and the next 10 years.

• There is concurrence among the more influential respondents who There is concurrence among the more influential respondents who were interviewed that the biggest challenge includes were interviewed that the biggest challenge includes developing a developing a more positive image for the maritime industry so that new talents can more positive image for the maritime industry so that new talents can be attracted, developed, and retainedbe attracted, developed, and retained..

Summary of FindingsSummary of Findings

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Classification of Knowledge & Skills Needed to Respond to these Challenges


Classification of Organizational Skills & Knowledge

Total Weight Given

Percent Needed

Technical (maritime) knowledge & skills 83 7 %

Human (people relations) knowledge & skills 617 49 %Conceptual (strategic or global) knowledge & skills 560 44 %

Total 1260 100%

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Number & Percentage of Programs Attended in the Recent 12 Months


Focus of Training Total Attended Percent

Technical (maritime) knowledge & skills 173 68 %

Human (people relations) knowledge & skills 64 25 %

Conceptual (strategic or global) knowledge & skills 17 7 %

Total 254 100 %

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Number & Percentage of Programs Attended in the Recent 12 Months vs NEEDED


Focus of Training Percentage Attended

Percentage NEEDED

Technical (maritime) knowledge & skills 68 % 7 %

Human (people relations) knowledge & skills 25 % 49 %

Conceptual (strategic or global) knowledge & skills 7 % 44 %

Total 100% 100%

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Importance of the 4 Dimensions of Intelligence in Facing Challenges & Current Competence Level


Dimensions of Intelligence Imp Level Gap

Executive Intelligence (action-orientation, good health habits, fatigue & stress management) 4.5 2.5 -2.0

Mental Intelligence (knowledge & skills, personal learning initiatives, planning & visualizing) 4.1 3.2 -0.9

Emotional Intelligence (self-control, empathy, coping with conflicts & interpersonal problems) 3.8 2.5 -1.3

Moral Intelligence (integrity, value-centeredness, trustworthiness, reflective study & meditation) 3.1 2.0 -1.1

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Evaluation Tools Used for Training Programs Attended


Training Evaluation Levels & Methods Conducted Percent

Reaction (survey, questionnaire, interviews) 249 98%

Knowledge Gained (exams, role play, simulations) 154 61 %

Workplace Application (on-the job observation, apprenticeship, practical implementation)

11 4 %

Results & Impact on Performance (increased efficiency, time savings, higher safety record) 4 2 %

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• Attitude towards Multi-rater Assessment for Leadership & Management Development


Multi-rater Assessment for Leadership & Management Development

Perceived Value

Industry Readiness

Assessments by Superiors 5 5

Assessment by Peers 4.5 4

Assessment by Subordinates 3 2

Assessment by Customers & Others 3.5 2.5

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Conclusions & Conclusions & RecommendationRecommendationss

ConclusionsConclusions1. The 3 biggest challenges facing

MLOs today & the next 10 years are -- Their professional image The dwindling number of MLOs

working on board vessels The absence of career

development programs & comprehensive succession planning

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ConclusionsConclusions2. To face these challenges, it is

important for MLOs to further develop their human relationship skills and conceptual, strategic thinking. Specifically, they believe that in importance, there are 49% and 44% weights to develop skills in dealing with people and conceptual/strategic thinking, respectively.

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ConclusionsConclusions

3. Ironically the programs they have attended in the recent 12 months are 68% centered on further enhancing their technical competence. With a mere 25 % and 7% concentration of training programs for developing people skills and conceptual skills, respectively.

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ConclusionsConclusions4. The programs they have attended are

evaluated only in terms of their reactions (feeling and thinking about the programs). Only about 60% are evaluated for knowledge gained. A mere 4% were evaluated on workplace application of learning. And there is an insignificant effort of 2% spent to determining if the courses had any impact on work performance.

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ConclusionsConclusions5. All 4 dimensions of intelligence are

important in facing current and future challenges, but all of them also registered gaps vs. current level of achievement. The most important dimension is Executive Intelligence, at 4.5. Observably, this same dimension also is perceived as the one with the widest gap, at -2.0, in terms of current level of achievement.

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ConclusionsConclusions5… This is followed by a gap of -1.3 for Emotional

Intelligence, which is the 3rd most important at a scale of 3.8. The second most important dimension is Mental Intelligence, at 4.1, with a gap of -0.9, representing the dimension with the lowest gap. Moral Intelligence is perceived to be only of average importance at 3.1 level, with a gap of -1.1

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ConclusionsConclusions6. While the respondents think that

feedback from subordinates have average value scale of 3 on their leadership and management skills development, there is Low Readiness for them, at the scale of 2, in using this evaluation strategy. The highest value of evaluation they perceive is that one coming from their superiors, upon which their readiness is of equal scale of 5.

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RecommendationsRecommendations1. There is a need to prepare MLOs in facing their current

and future challenges by closing the gaps in: − The types of training programs developed & conducted

for MLOs. They need to develop further skills in human relations and conceptual, strategic thinking.

− The dimensions of intelligence that they need to further develop. They need to increase their executive intelligence, by being more action oriented, developing good health habits, and managing stress & fatigue better.

− It may also be important to revisit their view of moral intelligence as only of average importance. Integrity, value centeredness, and trustworthiness in any industry have tremendous importance in sustainable success.

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RecommendationsRecommendations2. Evaluating the effectiveness of leadership

& management development programs need to be done more efficiently. Whether they are effective leaders and managers need to be assessed up to the level and scenarios where they are able to demonstrate their leadership and management capabilities. MLOs may further need to widen their horizon on the value of multi-rater assessment as one of the most effective ways to determine leadership effectiveness.

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RecommendationsRecommendations3. There is a need for a multi-rater

assessment, such as the 360º Experiential Assessment & Guide for Leadership Effectiveness (http//:www.eagle360.ph), for this professional group. This program can be done by all concerned assessors online, confidentially, and anonymously. It provides immediate feedback on an MLO’s leadership effectiveness, and gives the company an individualized and collective view of the leadership profile of the MLOs that they deploy on their billion-dollar vessels around the world.

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RecommendationsRecommendations4. There is much room for improving the current

management and leadership assessment and development programs of maritime shipping and manning companies. These include -a. A corporate-driven, systems-based, and deliberate

collection of timely and anonymous feedback b. Continuous reorientation of concerned individuals on the

process, delivery, and development value of assessmentsc. Personal or professional tools for follow-through

development program as a subsequent result of findings from any assessment or evaluation conducted, and

d. A collective effort from industry leaders to develop a comprehensive management level course

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RecommendationsRecommendations5. As a governing body, the International 5. As a governing body, the International

Maritime Organization, may need to further Maritime Organization, may need to further define their vision of the ‘human element’ define their vision of the ‘human element’ as multi-dimensional. The four dimensions as multi-dimensional. The four dimensions of intelligence can serve as the framework. of intelligence can serve as the framework. For seafarers to quickly recall these critical For seafarers to quickly recall these critical dimensions that they need to develop, they dimensions that they need to develop, they may use the acronym SHIP for quick recall.may use the acronym SHIP for quick recall.

The table on the next slide helps represent it.The table on the next slide helps represent it.

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RecommendationsRecommendationsFor IMO to ConsiderFor IMO to Consider Popular KnowledgePopular Knowledge Stephen CoveyStephen Covey

SQ - Spiritual QuotientSQ - Spiritual Quotient Moral IntelligenceMoral Intelligence To leave a legacyTo leave a legacy

HQ - Heart QuotientHQ - Heart Quotient Emotional IntelligenceEmotional Intelligence To loveTo love

IQ – Intellectual QuotientIQ – Intellectual Quotient Intellectual QuotientIntellectual Quotient To learnTo learn

PQ – Physical QuotientPQ – Physical Quotient Executive IntelligenceExecutive Intelligence To liveTo live

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IQHQ PQSQ

Continuous Education Personal Study

Learning by Teaching & Doing

Proactivity

Self-regulation

Empathy

Self-awareness

Action- Orientation

Exercise & Nutrition

Stress Mgt & R&R

Integrity

Meaning

Purpose

Strategies of Strategies of Alignment Alignment

Importance of DimensionsImportance of Dimensions

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Overlapping Overlapping DimensionsDimensions

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RecommendationsRecommendationsPROFESSIONAL OUTPUTPROFESSIONAL OUTPUT

From this dissertation, this researcher has From this dissertation, this researcher has created a web-based 360° Experiential created a web-based 360° Experiential Assessment and Guide for Leadership Assessment and Guide for Leadership Effectiveness (EAGLE360) for maritime Effectiveness (EAGLE360) for maritime management level officers, in management level officers, in partnership with NSCP, as the web-host partnership with NSCP, as the web-host and web-publisher. The website has and web-publisher. The website has been developed and is now active and been developed and is now active and available for viewing and usage on the available for viewing and usage on the web at web at wwwwww..eagle360.pheagle360.ph . .

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PeersPeers

SuperiorSuperior OthersOthers

ClientsClientsDirectReports

Eagle 360 Eagle 360

EAGLE 360 EAGLE 360 In ActionIn Action

Sample View of the Sample View of the WebsiteWebsite

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Sample View of the Website

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Sample View of the Website

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Goals of Eagle360Goals of Eagle360

Thank you!

NSCPi Client CoEagle OrientationClient PW/AC

Eagle Coordinator

List of Officers & ObserversEagle360

Officers Listing

Release of PW/AC for Officers& Observers

Eagle Orientation &Distribution of PW/AC

Officers & Observers

Eagle360 Website

Eagle360Reports Posting

Eagle Officer’s Profile Report

Leadership/ManagementDevelopment Planning

Coordinator’s Manual

1

2

3

Eagle360 Officers

Eagle360 Process Flow (1)

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NSCPi Client CoEagle OrientationClient PW/AC

Eagle Coordinator

List of Officers & ObserversEagle360

Officers Listing

Orientation for Officers & Observers

Release of PW/AC Eagle360 Website

Eagle360Reports Posting

Eagle Officer’s Profile Report

Leadership/ManagementDevelopment Planning

Coordinator’s Manual

1 Eagle360 Officers

2

Eagle360 Process Flow (2)

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Eagle360 Assessment Contents• Knowledge Check

Applied knowledge Informative knowledge

• Leadership Experiential AssessmentSelfSuperior (1)Peers (2)Subordinates (3)

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Eagle360 Report Contents• Knowledge Check

−Applied Knowledge : 100%− Informative Knowledge: 100%

• Eagle360 Summary• Definitions• FAQs

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Sample: Section Report

Dimensions RQ Level Self Others S vs RQ S vs Othr

SQ 4 5 2 -1 -3

HQ 3 4 4 1 -

IQ 5 3 4 2 1

PQ 4 4 2 - -2

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Sample: Section ReportDimensions SvRq SvO

SQ

HQ

IQ

PQ

Required LevelSelf-AssessmentOther’s Assessment

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Thank you!