International Journal
on Marine Navigation
and Safety of Sea Transportation
Volume 6
Number 4
December 2012
1 CROSS CULTURAL COMMUNICATION IS A
21
ST
CENTURY SKILL
In the 21st Century, people need to have the ability
to get along with other cultures, ethnic groups, and
races at all levels of society. In a diverse society,
there is a pressing need to communicate cross-
culturally in and out of the classroom. As the planet
ages and communities become more multilingual,
classrooms reflect a global society where people
must learn to interact and create harmony.
Teachers must be master communicators who can
influence young minds in positive ways. Learning
how to instruct students in the art of cross-cultural
communication is a necessary goal of effective
educators. More importantly, teachers must take the
lead and develop strategies that assure their students
will learn not only navigation and maritime
technology, but also cross-cultural communication
skills.
The difficulty is that no-one is "born great" at
communicating with others, because:
1 Parents never taught their children about effective
communication (probably because no one taught
them.)
2 In school effective communication is not general-
ly taught: children have to sit in their seats, be
quiet, and raise their hands to speak and to recite
facts upon demand.
3 In the workplace, there might be some mandatory
training about effective communication, but it is
known that information about "effective commu-
nication" in the workplace can be devastating to
interactions.
When communication in the workplace is taught,
it is usually explained from one of two perspectives:
1 To illustrate how to communicate to influence
someone or
2 To illustrate how to communicate with people to
be more efficient and get more work done.
Communicating with the intention to influence or
communicating with the intention to be efficient or
effective may lead to more sales and higher
productivity in the workplace. But, when attempting
to use either of those two strategies for onboard
A Door Opener: Teaching Cross Cultural
Competence to Seafarers
C. Chirea-Ungureanu
Constanta Maritime University, Constanta, Romania
P.-E. Rosenhave
Vestfold University College, Tonsberg, Norway
ABSTRACT: The importance of developing cultural competence in maritime professionals is increasingly
being recognized. Seafarers seek knowledge to help them cope with the growing diversity of their employers,
leaders and colleagues. However, even though requirements designed to address cultural competence are
incorporated into maritime school curricula, the institutional culture of maritime education systematically
tends to foster static and essentialist conceptions of “culture” as applied to seafarers. Many questions emerge
when we try to teach in a way that brings alive the humanity of mariners. These questions are waiting for their
answers, so in our paper we shall try to find and explain some approaches and ways of teaching and research
as the goal is to provide maritime professionals with practical wisdom in comprehending what is the
seafarers’ life on board ship.
527
communication, it becomes quickly apparent how
easy it is to destroy it in almost no time at all.
Good communication isn't created by efficiency
or influence. It is created by connection, interaction,
balance and understanding.
Communicating one’s ideas is the key to
knowledge. As such, it is extremely important for
educators to elicit academic performance from
students that is based on communication skills.
There are three fundamental elements which
embody the spirit of cross-cultural communication:
− Intercultural awareness
− Intercultural sensitivity
− Intercultural communication competence
(Cole.C.W, Prichard B. &Trenkner P.2005).
2 BUILDING STUDENTS’ AWARENESS AND
SENSITIVITY IS FUNDAMENTAL
As a teacher, one must incorporate each element into
lesson planning. For instance, through development
of intercultural awareness, students learn to identify
and accept cultural similarities and differences.
Some methods of instruction that improve
intercultural awareness are: reading assignments,
and watching drama. In terms of intercultural
sensitivity, students must learn to respect and
tolerate cultural differences of their peers. Being
able to walk in another person's shoes is an acquired
ability that takes training and practice. Methods of
instruction that enhance intercultural sensitivity are
role-laying, group discussions, and paired exercises
(Littrell et al.2005).
The importance of developing cultural
competence in maritime professionals is increasingly
being recognized. Seafarers seek knowledge to help
them cope with the growing diversity of their
employers, leaders and colleagues. However, even
though requirements designed to address cultural
competence are incorporated into maritime
curricula, the institutional culture of maritime
education systematically tends to foster static and
essentialist conceptions of “culture” as applied to
seafarers.
So what is the best way to give nautical students a
more flexible and useful knowledge of culture to
work effectively with multilingual crewmembers? In
a short amount of time it may seem that the best
method is to explain some basic cultural
characteristics to look for and use in maritime
encounters with multilingual seafarers. However,
while helpful in providing some guidelines to work
with, this approach stereotypes and objectifies
seafarers by ignoring individual variation and the
fluidity of cultural change. It creates resistance in
students who feel they are not part of the discussion.
This method of teaching is distancing by its very
nature, as it describes a constructed group rather
than individual mariners, which is what we actually
encounter in practice.
3 COMMUNICATION COMPETENCE
IMPROVES STUDENTS’ TOLERANCE
LEVELS
Intercultural communication competence is the
major goal of students who develop both
intercultural awareness and sensitivity.
Communication competence reflects having the
ability to negotiate and interact well across cultures.
Reading, writing, and speaking are methods of
instruction that help to increase intercultural
communication competence. By increasing the level
of discourse in the classroom, a teacher can expect
students to make cultural connections that may last
forever.
It is an educator's responsibility to ensure that his
or her classroom supports intercultural awareness,
sensitivity and communication competence. Without
an understanding of cultural diversity it is possible
for teachers to neglect the different needs of every
student. Developing curriculum that addresses cross-
communication is one solution to this ever present
problem. Intercultural Education aims to go beyond
passive coexistence, to achieve a developing and
sustainable way of living together in multilingual
societies through the creation of understanding of,
respect for and dialogue between the different
cultural groups onboard ship.
Intercultural education onboard cannot be just a
simple ‘add on’ to the regular nautical curriculum. It
needs to concern the learning environment as a
whole, as well as other dimensions of educational
processes, such as academic life and decision
making, teacher education and training, curricula,
languages of instruction, teaching methods and
student interactions, and learning materials
(UNESCO 2003).
Many questions emerge when attempting to teach
in a way that brings alive the humanity of mariners.
How can students hold general knowledge without it
overwhelming their perceptions? How can they
remain open to learning from marines who went
before them onboard ship? How can they maintain
awareness that any mariner is like all other humans
in some ways, like some other humans in certain
ways, and also has a particular life story?
One approach is to use narrative, by emphasizing
how telling, receiving, and creating stories are
integral features of maritime practice, teaching, and
research. The goal is to provide maritime
professionals with practical wisdom in compre-
528
hending what is the seafarers’ life on board ship.
Narrative humanises by putting the mariner first and
the cultural group second. A narrative approach
helps students make connections, see similarities as
well as differences, and deal with complexity rather
than reduce to simplicity.
Asking people to deal with complexity, when
they want simplicity is a struggle. It challenges
nautical students to deal with vulnerability when
they seek certainty and humility when they seek
competence. Our experience shows that many
students are up to the challenge and that what we
discuss through narrative may actually prove to be
more useful and more immediately practical in terms
of everyday maritime experience than a detailed list
of general cultural characteristics.
In cross-cultural training and living within a
multilingual environment, the goal of the seafarer is
to learn about himself and others. Just as the desire
to learn another language arises from the desire to
communicate with local people and understand the
new world, the seafarer also will want to learn the
silent language of cultures— his own and his host
onboard environment. In trying to appreciate the
differences between his own culture and that on
board ship, the seafarer may feel that he is supposed
to like and accept all these differences. Cultural
sensitivity, however, means knowing about and
respecting the norms of the onboard culture, not
necessarily liking them. The seafarer may, in fact, be
frustrated or even offended by certain acts. In some
cases, increased understanding will lead to greater
respect, tolerance, and acceptance; in others, it just
leads to enhanced awareness. The goal in cross-
cultural training is to increase understanding, to
equip the seafarer with a powerful set of skills, a
framework to make sense of whatever he does and
experiences as a seafarer so that he will be able to
interact successfully with the multilingual
environment. Whilst often understanding much of
what has been happening, many actions, attitudes,
values—entire ways of thinking and behaving—
may on occasion surprise, puzzle, or even shock the
seafarer. On the other hand, the latter may also be
unaware of what he has in common with other
multilingual crewmembers. People in any culture,
for example, need to find an acceptable way to
express anger, cope with sadness, manage conflict,
show respect, demonstrate love, or deal with
sexuality. When examining the differences between
two cultures, one often looks at different ways of
answering the same questions. If the similarities are
not clear, it is because the ways of acting or thinking
differently are what produced the most challenge
and tension. What people have in common often
goes unnoticed, but it is one of the important parts of
life onboard ship.
Keep in mind, too, that culture is just one of
numerous influences on behaviour. People can differ
from each other in many other aspects as well.
Could the miscommunication or misunderstanding
between two seafarers of different nationalities
actually be the result of a difference in job position,
personality, age, generation, or gender, and not a
cultural difference? In trying to understand the role
culture plays in behaviour, it should be noted that
personal differences often play as great or even a
greater role.
It is important to understand that what people do
and say in a particular culture, whether it is yours
own or that of a host onboard environment, are not
arbitrary and spontaneous, but are consistent with
what people in that culture value and believe in. By
knowing people’s values and beliefs, it is possible to
anticipate and predict their behaviour. Once a
seafarer is no longer caught off guard by the actions
of host onboard crew members and once he does not
simply react to these, the seafarer is well on his way
to successful cultural adjustment. Moreover, once
the seafarer comes to accept that people behave the
way they do for a reason, whatever he may think of
that reason, he can go beyond simply reacting to that
behaviour and figure out how to work with it.
Knowing where host onboard behaviour is coming
from doesn’t mean that the seafarer has to like or
accept it, but it should mean that he is no longer
surprised by it—and that is a considerable step
toward successful interaction.
Designing the right lesson plans is not enough.
Teachers must use the plans consistently and make
sure that students understand learner objectives.
Doing this they will ensure that students are focused
on academic success, as they gradually develop the
capacity to tolerate others’ differences.
The intercultural competence is required not only
in interactions between people and groups, but in
ethnic and international relations, where different
cultures may interfere. That is why the education
aims gradually to build the needed intercultural
skills, aiming to train for objectivity in dealing with
other cultures and their representatives.
The general model of curriculum design involves
the following steps, performed in the following
order:
1 What shall I do? This step implies the targets
formula (Establishing of the general aim of edu-
cational program based on the beneficiary’s
needs)
2 What shall I use? This step implies the providing
resources (Appropriate core objectives) and re-
striction analysis (time, learning abilities etc.)
3 How shall I do it? This step implies the working
strategy (Appropriate learning tasks and situa-
tions consistent with the objectives)
529
4 How shall I know that I have done the right
thing? This step implies the development of as-
sessment tools.
In their review of the cross-cultural training
literature, Littrell et al (2006) have identified six
approaches to the delivery of intercultural training
programs:
Attribution Training – The aim of attribution
training is for the trainee to interpret behaviour from
the viewpoint of the host culture nationals.
Culture Awareness Training – This approach uses
T-groups (cultural sensitivity training groups) to
guide the exploration of the trainee’s culture of
origin. This entails delving into cultural biases and
values, based on the premise that a deep awareness
of the trainee’s own culture will lead to a better
understanding of the dynamics of intercultural
communication.
Interaction Training – The trainee employee
benefits from on-the-job training, learning the ropes
from a former trainee who is already performing the
job function.
Language Training – Language acquisition is an
important element of adjustment to a new cultural
environment. While fluency is always the goal of a
language training program, making the effort to
speak even simple phrases in the local language
generates enormous goodwill among host nationals.
Didactic Training – The goal of this fact-based
training is to supply practical information to the
trainee regarding living conditions, cultural
differences, job details, and other requirements for
establishing a lifestyle in the new locale. “In
addition,” write Littrell et al, it provides “a
framework for evaluating new situations that will be
encountered [and]… enhances the cognitive skills
that enable the trainee to understand the host
culture.”
Didactic training is delivered via any combination
of informal briefings, written materials, lectures, and
cultural assimilators. The latter is a training tool that
allows the trainee to consider how best to respond to
various authentic cross-cultural situations through
the use of critical incidents. According to the
authors, it has been established that the cultural
assimilator lessens the incidence of adjustment
problems.
Experiential training – This approach develops
intercultural communication skills through
techniques such as simulations, and role-plays. As
its name implies, it involves learning by doing. The
most effective training approaches are those that
incorporate experiential learning techniques.
The training approach had several advantages:
− It moved the focus from the trainer to the trainee.
− It compelled trainees to take responsibility for
their own learning.
− It stressed problem-solving rather than memoriza-
tion of facts.
It put the emphasis on learning how to learn.
This idea of learning how to learn is still an
important theme, as cross cultural training cannot
prepare seafarers for every possible situation likely
to be encountered in the host onboard environment.
Essentially, the seafarer is taught how to learn and
acquire information about another culture.
The majority of multinational shipping
companies providing intercultural training to their
employees do so through informal briefings. The
field is still developing, however, and new advances
are emerging that may someday change the face of
cross-cultural training.
Cross-cultural training improves skills that lead to
seafarer psychological comfort, including
intercultural competence and effective interpersonal
communication. It comprises three dimensions:
work adjustment, interaction adjustment with host
onboard environment, and general adjustment to the
foreign culture. Although many factors affect overall
seafarer adjustment in a new onboard environment,
numerous studies have suggested that cross-cultural
training can contribute significantly to adjustment in
each of these dimensions. While cross cultural
training alone cannot guarantee successful
adjustment to a novel culture, the studies suggest
that relevant, honest, and current training content
generates more realistic expectations about life in
the new onboard environment. They found that
cross-cultural training was positively related to:
− self-development and self-confidence;
− the establishment of personal relationship with
host onboard environment;
− overall feelings of well-being and satisfaction;
and
− cognitive skills development with regard to per-
ceptions of host onboard environment.
It is the absence of this connection between the
self and the new cultural onboard environment that
leads to what Kim in her book Becoming
Intercultural: An Integrative Theory of
Communication and Cross-Cultural Adaptation,
calls “a serious disequilibrium within the stranger’s
psyche.” It can manifest itself in the following
symptoms:
− Sadness
− Loneliness
− Homesickness
− Idealizing the home culture
− Stereotyping host culture nationals
− Dissatisfaction with life in general
− Loss of sense of humour
− Sense of isolation, withdrawal from society
530
− Overwhelming and irrational fears related to the
host country
− Irritability, resentment
− Family conflict
− Loss of identity
− Feelings of inadequacy or insecurity
− Negative self-image
− Developing obsessions (health, cleanliness)
− Cognitive fogginess, lack of concentration
− Depression
People interact! Therefore the mere existence of
some kind of cross-cultural training is not sufficient.
It is recommended that the training be individually
designed to accommodate the particular situation as
outlined above. Cultural distance – the extent to
which two cultures are similar or different – should
also be taken into account. The greater the cultural
distance between the home and host onboard
cultures, the more necessary cross-cultural training
is.
It is clear that cross-cultural training creates
favourable conditions for cross-cultural learning to
occur. When it’s relevant to the seafarer’s situation,
it makes possible the development of realistic
expectations about life in the host onboard
environment, and increases skills that lead to overall
seafarer adjustment. Cross-cultural training provides
realistic expectations, and insight into managing
cultural differences.
The cultural composition of societies is today
growing even more complex through increasing
migratory movements from one country to another
and from rural to urban regions. Whereas indigenous
peoples and other minority groups can look back on
a long historical tradition in a given region, today’s
migratory movements tend to produce culturally
fragmented, usually urban or semi-urban societies,
which present specific challenges for educational
policies (UNESCO 2001).
The distinct aims of Intercultural Education can
be summarized under the headings of ‘the four
pillars of education’ as identified by the
International Commission on Education for the
Twenty-First Century (Delors, 1996). According to
the conclusions of the Commission, education
should be broadly based on the pillars of:
1. Learning to know, by “combining sufficiently
broad general knowledge with the opportunity to
work in-depth on a small number of projects”
(Delors, 1996). The Commission states further, “a
general education brings a person into contact with
other languages and areas of knowledge, and…
makes communication possible” (Delors, 1996).
These results of a general education represent some
of the fundamental skills to be transmitted through
intercultural education.
2. Learning to do, in order to “acquire not only
an occupational skill but also, more broadly, the
competence to deal with many situations and to
work in teams” (Delors, 1996). In the national and
international context, learning to do also includes the
acquisition of necessary competencies that enable
the individual to find a place in society.
3. Learning to live together, by “developing an
understanding of other people and an appreciation
of interdependence – carrying out joint projects and
learning to manage conflicts – in a spirit of respect
for the values of pluralism, mutual understanding…
peace” (Delors, 1996) and cultural diversity. In
short, the learner needs to acquire knowledge, skills
and values that contribute to a spirit of solidarity and
co-operation among diverse individuals and groups
in society.
4. Learning to be, “so as to better develop one’s
personality and be able to act with ever greater
autonomy, judgment and personal responsibility. In
that respect, education must not disregard any
aspect of a person’s potential…” (Delors,1996) such
as his or her cultural potential, and it must be based
on the right to difference. These values strengthen a
sense of identity and personal meaning for the
learner, as well as benefiting of their cognitive
capacity.
Several studies have examined the problems and
potential solutions when facing an intercultural
environment at work, but on a ship an additional
dimension is added. Not only do the seafarers have
to ensure good communication during working
hours. The ship is also a learning environment and a
social environment, where people eat and live
together, often for long periods on end. For this
reason Intercultural communication is what makes
the teamwork function on a ship. It gives you a
positive social environment, fewer problems and
most certainly fewer accidents.
An extreme example: the bulk carrier Bright
Field, which ran into a shopping complex in New
Orleans in 1996, leaving 66 people injured, illustrates
an extreme situation with a crew and a pilot from
different cultures: American and Chinese. The word “no”
is a very impolite word to the Chinese especially to
an authority such as a pilot. Since the pilot was not able
to understand the communication in Chinese
between the engine room and the bridge, he was left
unaware of the engine problems and could take no
preventive action to mitigate the accident.
It is no doubt difficult for seafarers that
communicate in their native languages and perhaps
simplified English in their day-to-day
communication to suddenly muster a good command
of a standard marine vocabulary according to the
STCW convention, when an emergency situation
occurs.
531
4 CONCLUSIONS
Providing realistic expectations of life in the new
locale, and the skills to deal with intercultural
interactions, should therefore reduce the stress and
ambiguity seafarers experience when dealing with
the unknown onboard culture, thus improving
adjustment. However, studies on the effectiveness of
cross-cultural training have produced mixed results,
perhaps because there is no consensus on what,
exactly, it entails.
Education systems need to be responsive to the
specific educational needs of all minorities,
including migrants and indigenous peoples. Among
the issues to be considered is how to foster the
cultural, social and economic vitality of such
communities through effective and adequate
educational programmes that are based on the
cultural perspectives and orientations of the learners,
while at the same time providing for the acquisition
of knowledge and skills that enable them to
participate fully in the larger society.
Improved crew communication through training
and education can reduce the risk of accidents as
long as it is based on fundamental knowledge of the
dynamics of crew interaction and communication.
Leadership onboard necessitates cross- cultural competency
to revoke cultural differences in order to get the best
out of a multicultural team. What you can do is decide,
if you want to be limiting or non-limiting in your
communication, listening or non- listening. You have the
choice to open up professional communication.
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