It will be desirable to have a self-motivated crew on the board inorder to enhance the performance of different operations. The coastalguard or command team should motivate the crew or staff to drive themin applying their knowledge and skills in different positions. Thereare several ways of motivating the crew. They include ownership,training, benefits, and the condition on board.
The key elements of motivation are intensity, direction, andpersistence. Intensity is a motivation part where a person tries toattain the set goals through all means. It involves consolidatingboth dedication and hard-work. A successful motivation depends on howvigorous the crews will work to achieve the shipment goals. Theintensity of motivation can also take the form of rewards. Financialrewards are the most appropriate way of recognizing the efforts ofthe members working in a given firm. However, the tangible rewardsinform of money have different implications and meaning in privatesectors as opposed to public sectors. Intrinsic rewards such asverbal agreements, goals setting and promotions are effective thanextrinsic rewards in monetary incentive. Similarly, a reward can takethe form of tokens and bonuses (Best, 2011, p. 253). Good wishes, letsay in birthdays, and cultural festivals are some of the smallbehaviors that enable the teams realize their value in the duties.The professional and technical assistance provided by the team cannotbe underrated. Providing them the updated training and guidance islikely to boost their efficiently, reliability and productivity. Anyproblem attributed to the crew member, the team commander shouldreview and address the human factors relating to the problem ratherthan dismissing the officer from the duty (Wong, 2000, p.135). It isbecause a wrong decision could be made, leading to sacking of a teammember who would benefit the organization in future. In our casestudy, we find that Captain Minneo creates a more composed leadershipthan that of Captain Sandura.
Another essential element of motivation is Direction.Understandingly, the direction is equal importance in motivation tointensity and hard-work. The quality of this attribute is realizedwhen well-channeled so as to meet the objectives. Self-motivationinvolves evaluating the goals and setting the priorities right. Themanager or the commander should trigger right emotions to his crewsin order to make the operations on deck achievable (Beck, 2004, p.156). For instance, training is essential for ensuring that thecrews are working in line with the transformation in the ships.Training will ensure that the team can cope with the emerging changessuch as the introduction of ISM code, PSC inspections as well asvetting inspections that are entitled to merge with the demand. Inaddition, training will ensure that the team operates moderntechnological devices that the ship manufacturers are incorporatingto the make the system more compact and reliable. Training the shoretechnicians will motivate them towards troubleshooting any defect,thus cost saving and improving the self-identity of the teams. Thepromotion to any position should consider the skills that the crewpossesses (Wong, 2000, p.209). Therefore, the transformation firmdoes not need to hire external persons for such positions. Ratherthey merit their members.
Persistence is also essential for a successful motivation. It meanstaking long enough persistence in working hard as well giving thedirections for achieving certain goals. These aspects may accommodateall styles that will continuously identify the members with thereasons for setting goals. A dedicated captain should incorporate theidea of ownership to enhance team in working towards attaining theobjectives. This attribute will make the crew work safely,efficiently and taking cost-effective actions on the vessel (Beck,2004, p. 123). They perform the actual work in the ship, henceessential to compliment them for any good work performed. In our casestudy, we find that the crews were left disappointed by the CaptainSandura’s failure to speak out on their role-taking behaviors.
The team should enjoy benefits of work that enhances work-lifebalance. All crews should get jobs on the basis of short contractsand then relieves be organized after completion of the contract.Short contracts will ensure that the staff strikes a balance betweenwork and the family. It is because they are like any human being whooften has desires to meet friends and family members. Medicalcoverage to the crew’s families would promote them to worktirelessly towards covering the demand for the shipment of people andgoods. Still, career development and promotions should be extended tothe deserving members of the team without atoning them.
The crews should also enjoy the conditions on board. For instance,they should access to internet services so that they remain in touchwith friends and families. Moreover, the integration of thetechnology on board is an opportunity of opening up the crew to thedevelopment in the world. Social networks are sources of usefulinformation that may trigger them remain active and energetic intheir daily activities. Crews should also be encourages to engage inrecreational activities during the off hours or days. Such sectorsare where the crews can share their experience with differentoperation, thus triggering the management to make necessaryrectification.
The concept of modern authority in the military is not one of thebest forms of structure. It is because the structure is purelydependent on the Trinity. In this form of leadership, certainindividuals exert control over other officers. It means that a juniorofficer may not exercise the ‘power of command’ without attaininga go ahead role from the senior commandants. Notably, even when acommander may delegate some authority to the subordinate officers,they are still in charge of the entire supremacy.
Moreover, the current leadership presents a situation where thecommanders may make decisions based on their preferences withoutconsidering the impacts the orders might create to the subjects orthe junior militants. While this system remains focused on motivatingall the ranks in the military, these officers are sometimes directedblame of inefficiencies in case of dreadful outcomes (Best, 2011,p.288).
A classic model of leadership defines the best structure in themilitary force. This model considers visions and priorities thatinvolve the allocation of human and financial resources to enhancegood leadership and management practices. A Mission Command involvesa situation where the commander provides directives to thesubordinate officers who then take the appropriate actions to meetthe objective such as a mission. Under this system, both the seniorofficers and the subordinate officers will have active control overevery element (Beck, 2004, p.322).
Moreover, organization command will entail the division ofresponsibilities, allocation of authority to concerned parties,departmentalization and spinning control.
Relationship between Command, Leadership, and Management
It is evident that management styles and behaviors indicateorganization culture of the military body. Evidently, militaristicstyle is a big hindrance to the communication between officers, hencethe need for change. A participatory leadership should is necessaryto enable every player in the military department to have acontribution to decision-making. Transactional and transformationalleaders are distinguished by management by idealized influence,individual consideration, and exceptional management. It will empowerother members of the organization collaborate actively indecision-making and responsibility taking. According to Best (2011),“giving much freedom to worker might stimulate them into exploitingthe right, getting to extreme miles of misbehaving and deterioratingthe operations” (211). Even though this is a demerit, there areseveral advantages associated with energizing persons to work harder.Task characteristics and goal commitment create a reliable culture ofthriving different operations.
Education is the useful tool that would help these officers inbroadening their knowledge, and apply necessary strategies inawarding various services. It is likely to create a culture ofprogressive leaders who are adequately equipped with knowledge andskills to foster productivity and service deliverance. Maslow’sHierarchy of need indicates the importance of meeting following needsto human beings physiological, safety, social, esteem, andself-actualization (Wong, 2000, p.367). Comparing the employees withthe ratio of outcome to input will help in determining the degrees ofefficiency of the different needs. The militants should have accessto above basic, thus turning from the traditional cultures.
The Trait Approach of leadership focuses on identifying theattributes of a good leader especially in the military sector.Captain Sandura symbolizes a self-centered and dictatorial leader. Heis taking his authority to extreme levels where he expects thesubordinate members to submit without questioning his leadershiptactics. This kind of leadership rarely thrives since the memberssupervised develop a negative attitude. It is because the dominanceof the commander prevents them from making their opinions andcontributing to defining working policies.
Concerning to the Behavioral School Approach, Captain Sandura is aclear presentation of the McGregor’s Theory X manager. Reasonbeing, he assumes that the crews are in deliberate dislike of takingtheir responsibility. He has the instinct of monitoring, coercing anddirecting the crew members towards working even on the odd days andtime. Due to his perception that the crews cannot exerciseself-control and responsibilities Captain Sandura opts to minimizerest periods in the favorable recreation centers with the perceptionthat they may save the time in doing more productive works. Theinefficiency of Captain Sandura leads Captain Minneo feel theuneasiness with his leadership approaches. Based on the contingencymodel of leadership, the relation between the captain and the crewsis deteriorating since he is more of a sadist than a manager. Thecrews seem to be enjoying the sail at the time when Captain Minnoe ison board. With the current state, it is likely that the seniorcaptain will lose loyalties with his team, hence making hisoperations cumbersome.
Power defines the capacity of someone to make thing happens in themanner expected. The conformity to power will lead junior members totake responsibilities seriously. It is because they already feelrewarded for good efforts in their operations. The coercive powerexhibited by Captain Sandura will undoubtedly kill the morale of thecrews (Best, 2011, p. 319).
Captain Sandura lacks agreeableness. This element involves takinginto considerations the opinions of other members of a firm. However,this is not the case with Captain Sandura. He does not even createroom for the contribution of crews in echoing their mind towardsmaking successful sail. Neither does he afford the time to listen toa compliment or a complaint from the team on the previous operations.The leadership portrayed by Captain Sandura is likely to work againsthim. The reason being he does not manifest any form of openness tothe experience. He does not express his drive to vision or encouragethe crews on board to give their ideas of dealing with a problem.Captain would the model below in his leadership.
The captain should recognize the values of the teams and those set bythe organization. The Reinforcement theory dwells on integratingthese concepts to determine the best approach. The performance ofdifferent responsibilities will be guided by considering the need forachievement, power and motivation. Leadership capabilities willentails identifying a problem, analyzing and finding the bestsolution. These abilities will define the transactional andtransformational leadership skills in Captain. Moreover, the Captainshould set goals that are achievable, measurable and verifiable tominimize overworking or confusing the crew. This ability withdevelops confidence in crews over his management practices.
Beck, Robert C. Motivation: Theories and Principles. UpperSaddle River, N.J: Pearson
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Best, Steven. The Global Industrial Complex: Systems ofDomination. Lanham, Md: Lexington
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Wong, Roderick. Motivation: A Biobehavioural Approach.Cambridge [u.a.: Cambridge Univ.
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