1

Chapter 1

The Problem and Its Background

Introduction

Today's seafarers deal with a variety of intricate dilemmas at work. In

order to be effective and morally valiant in dealing with these moral issues, one

requires a wide range of decision-making abilities. Such complicated issues

include a wide range of circumstances and may escalate conflicts between

workplace values and workers itself, which are due to disparities between a

person's upbringing and the workplace culture. Some of complicated issues are

sexual harassments, family problems, about health, work, and other factors that

makes every seafarers decide and chose between two or more option, in order

to reach their goal or their intention. Despite the fact that numerous research

has been carried out to explore the types of problems workers encounter, not

enough is understood about these circumstances or what influences a worker's

response to such difficulties. The rationale and mental processes under a

reaction to the dilemma are still relatively unknown, even though previous

research has been successful in identifying ethical difficulties faced by workers.

Although there are frameworks to describe how circumstances, attitudes, and

other factors may affect choices, there is no explanatory theory to describe how

particular people make moral decisions in particular circumstances (Blonde &

Firenze, 2013).

Theoretical concepts about the causes and consequences of ethical

dilemma have been established by philosophers, psychologists, sociologists,

academics, and members of the corporate world. Soudatti (2021) stated that
 2

a person's choices and eventual moral behavior when faced with an ethical

problem at work are influenced by a variety of factors, according to studies,

including the degree of their job within an organization, their loyalty to the

business, and the desire to maintain their employment. According to Zhao

(2022) Separation from spouse and family has been identified as one of the

most major sources of stress for seafarers, with separation from family being

one of the most prominent "stress" variables driving a choice to reduce

scheduled sea service. Since the maritime profession has existed, the

challenge of forming a family of seafarers, raising a kid, having a healthy

marriage, or building a strong parent-child connection with the child has been

well documented.

Nittari G (2022) stated that long work shifts, long-term contracts

(usually 3 months or more), distance from home, bad social life on board, and

fear about not obtaining enough medical treatment in case of diseases on board

are the key factors leading to the decrease of seafarers' mental health. Cultural

differences and linguistic obstacles can make it difficult to form social

interactions on commerce ships, heightening feelings of loneliness. This claims

that having problems on long distance relationships and/or family ties that

requires them to decide or have a final decision affects their job performance

and also their health, not just mental but also physical.

Several moral judgement tests have been developed, but studies

suggest that persons who perform well on these tests may not always perform

well when analyzed in scenario-based circumstances. The contrast between

"should" and "would you do" can be used to explain this (Haviv and Leman,
 3

2012). Varying answers to the questions "what should I do" and "what would I

do" were generated in hypothetical scenarios. Routledge (2011) also examined

moral judgment in hypothetical situations and found that moral decision was

lower in actual circumstances than in hypothetical ones.

Understanding the dilemmas faced by seafarers is essential since it

provide us with perspective into what it's like to work in a global sector in a

variety of ways. Understanding the social portrayals of the work and daily lives

of cruise industry sailors reflects current definitions of labor and employment in

a globally relevant business from an economic and social perspective. Given

the recent enormous development of cruise ship travel, this is especially

important.

Background of the Study

This study aims to identify challenges related to seafarers remains an

important issue within the cruise line industry as work-related issues continuous

to prevail that further creates situation for seafarers to choose between two or

more "lesser" options. One of the key issues addressed by the International

Transport workers’ Federation (2015) concerns wages and salary. There are

instances where an employer is incapable or unwilling to pay its workers. While

the majority of crew members eventually get paid, some never do, and others

must wait for their last payment for even months or years. The concerned ship

owners aim to preserve the functioning of their ship with the least amount of

investment possible by using pressure techniques, assurances of future

payments, or minor advances on the total sum due. Sadly, manpower agencies

frequently engage in efforts to convince crew to work longer hours without

 4

compensation. Even though the crew members in question initially paid them

for the pleasure of working on board the ship—which is against the law—they

do nothing to help if there are issues and often won't help crew members who

haven't been paid.

In addition to the difficulties outlined above, when seafarers are injured,

ill, or pass away, they rarely receive the full compensation required by the law

and the contract since their employers does not hesitate to use its extensive

resources to restrict its liability. The decision makers typically rely on the

doctor's biased diagnosis of the company designated doctor over that of their

personal doctor when their designated heirs submit a claim for remuneration

for death, disability, or illness, in determining whether or not cause of death is

work-related, or the gravity or grading of the injury. In many cases, the seafarer

signs papers without even reading it, freeing his employer from any claims,

demands, or causes of action. He is frequently tricked into accepting ex-gratia,

meager sums under the guise that his health has nothing to do with his job or

any other factor he does not understand. He is frequently aware that his rights

being violated, but it leaves a question on how he should challenge his

employer without compromising his chances of finding work again. The seafarer

is then forced to sign his contract of employment, an agreement of commitment,

even if it is replete with confusing clauses, assumptions, and intricacies that he

does not understand, and it contains terms and conditions that are more

beneficial to his employer (Gorecho, 2021).

Whenever faced with those situations mentioned above, seafarers tend

to feel afraid to complain or to seek help. This is due to the fear of being
 5

summarily dismissed or blacklisted. Historically, blacklisting has been seen as

the misery of seafarers, particularly in the Philippines. The most frequent

alleged "offense" stated on the lists for people who were banned is "ITF (The

International Transport Workers' Federation ) involvement.," which most likely

occurred as a result of the seafarer looking for help to recover unpaid pay. Being

blacklisted entails complete loss of employment, loss of income, and denial of

the right to engage in one's line of work. Additionally, it may result in family

separation, loss of the seafarer's home, inability to support children's education,

and other consequences. This kind of situation places a seafarer to face a

certain dilemma in his life. He is in a situation wherein he has to choose

between raising his concern to get what he deserves or being blacklisted by the

company that poses life consequences.

With that being said, this research aims to focus and highlight the

dilemmas experienced by our local seafarers in the cruise line industry. This

will be accomplished by interviewing Filipino seafarers who recently

experienced being placed in a situation wherein he has to make a choice,

imposing great effect to his life. In this way, a wide understanding about cruise

ship situations and retention issues in the industry will be systematically

discussed. Furthermore, the intention of this work is to capture data across a

broad range of experiences as seafarers recant their facing and dealing with

ethical dilemmas. The research moves to analyze dominant factors in

determining reaction and response. This thesis will progress from defining an

ethical dilemma to examining the experiences of these seafarers with ethical

dilemmas in the cruise line industry. Critical incident interviews were conducted

to determine types of experiences encountered, thoughts and emotions

 6

experienced throughout the situation, process of identifying options and action

taken, along with the seafarer’s reasoning associated with their action (or

decision to take no action). The results of this qualitative study will be then used

to create an action plan that will further resolve future dilemma issues of

seafarers and other line of industry. This study further enhances our

understanding of decision making and action in the face of an ethical dilemma.

Ultimately, the underlying rationale for conducting this research is the

assumption that with a better understanding of the dilemmas seafarers face and

how they respond, we can better prepare solutions and response to deal with

these complex situations in the future.

Moreover, the scope of this study includes review of the literature,

methods, data analysis, findings, and conclusions and recommendations for

future research. This thesis will advance our knowledge of the topic as

dominant themes are identified to extend theory.

Theoretical Framework

This study is based on ideas and models such as Rest’s Ethical

Decision-making Model. Rest (1986) developed a theoretical framework of

ethical decision-making that includes moral awareness, moral judgment, moral

intention, and moral action, with a focus on the process of recognizing and

resolving an ethical challenge. Rest claims that when presented with an ethical

problem, people go through a decision-making process that includes thinking

through these four components. Individuals progress from moral awareness

to recognition of a moral situation leads to moral judgment, which evaluates

options and outcomes, moral intent, which determines how one plans to
 7

behave, and finally moral action, which is the actual conduct in the scenario.

that failure to make an ethical judgment might occur from a failure at any stage

of the process of the decision making.

In this model, consciousness is the beginning stage. Before considering

potential actions, the person must be able to recognize that a situation has

ethical implications. Another framework used by this study is the Jones’ Issue

– Contingent Model of Moral Intensity. Jones' model is based on James Rest's

theory of four-component ethical decision-making (1986). To understand a

person's attention to ethical issues, Jones (1991) created a theory of moral

intensity based on Rest's theory, arguing that various elements of the moral

situation – what he collectively designated as moral intensity – impact

individuals' decision-making abilities. The concept of moral intensity as a

construct that reflects the level of issue-related moral necessity in a

circumstance explains this dilemma.

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This is a significant study and model since it dissected the circumstance

into its constituent parts in order to determine which ones would have the

biggest influence on a person's capacity for moral judgment. The moral intensity

of the situation will affect a person's capacity to discern whether a situation has

potential moral implications, according to Hollingworth (2012), who also

believed that moral intensity factors affect each phase of the decision-making

process. Jones made this claim using Rest's model of ethical decision-making.

Conceptual Framework

Seafarers face a number of dilemmas when it comes to their work.

For these situations, they need to choose between two or more options, all of

which have some drawbacks. For the purpose of this study, presented below is

the conceptual design used by the researchers. The independent variables are

the: (1) demographic profile of the Participants; (2) situations and experiences

where they faced dilemma while seafaring; (a) Ethical issues or dilemma faced

by the seafarers and heir Ethical behavior after making a decision, (b) Ethical
 9

judgement and intent of the seafarers, and (c) Organizational factors that

helped them decide. On the other hand, the dependent variable in this study is

the development of an action plan based on the ethical dilemmas of Filipino

seafarers in the cruise line industry.

Independent Variables Dependent Variable

()
1. Demographic Profile of the
Respondents
2. situations and experiences where
they faced dilemma while seafaring
a) Ethical issues or dilemma faced Development of an Action Plan
by the seafarers and their based on the ethical dilemmas of
Ethical behavior after making a Filipino seafarers in the Cruise Line
decision Industry
b) Ethical judgement and intent of
the seafarers
c) Organizational factors affects
their decision.

Statement of the Problem

This study intends to answer these following questions:

1. What is the demographic profile of the seafarers who experienced

dilemma in the cruise line industry in terms of :

a) Age

b) Gender

c) Work Position

d) Years of Service

e) Educational attainment

f) Monthly salary
 10

2. Situations and experiences where they faced dilemma while

seafaring :

a) What are the ethical issues or dilemma faced by the

seafarers and their ethical behavior after making a decision?

b) What was their ethical judgement and intent on that certain

ethical dilemma?

c) What are the organizational factors that affects their

decision?

3. Development of an action plan based on the dilemmas of Filipino

seafarers in the cruise line industry.

Significance of the Study

The study was conducted to have a deeper understanding towards the ethical

dilemmas faced by Filipino seafarers in the cruise line industry. Furthermore,

the study is deemed significant to the seafarers, seafarers’ family, maritime

students, administrators and other maritime institutions, university and future

researchers on the following respect.

Seafarers. The result of this study will help the seafarers enhance their

ethical decision-making skills and will create an avenue for them to have a

deeper understanding towards the challenges and dilemmas they are facing in

the industry.

Seafarers’ family. This will be beneficial to participants' families by the use

of administrators and executing entities to enforce regulations and offer

initiatives that deal with workplace, way of life, and general health of regular

sailors.
 11

Maritime Students. This research will be a useful tool for maritime students

to have enough knowledge of what it really takes when working in the cruise

line industry and what are the challenges and dilemmas that they may also face

in the future.

Administrators and other Maritime Institutions. The institution can build

partnership to provide scientific-based approaches relevant to issues and

dilemmas arising from the maritime and cruise line industry.

University. This study will be an addition to the university’s research that

will help its students and community.

Future Researchers. This research will be a useful reference for the

researchers who will plan to make any related study precisely about the

dilemmas faced by seafarers in the cruise line industry.

Scope and Limitation

The participants for this study are ten (10) Filipino seafarers having at least 18

years of age and have faced an ethical dilemma in the workplace and were

willing to talk openly about their experiences. They were selected using

purposive sampling technique to answer the interview questions given by the

researchers. Palinkas, L. et al. (2015) stated that In order to make the most use

of the limited resources available, qualitative researchers frequently utilize the

approach of "purposeful sampling" to find and choose examples that are

information-rich. It entails locating and choosing people or groups of persons

who have particular expertise in or experience with an interesting occurrence.

Definition of Terms
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The terms used in the study are operationally defined for the better

understanding of the study:

Ethics – it is the behavior or the character of every seafarer or participant.

Ethical behavior – ways on how participants faced their dilemmas.

Magnitude of Consequences –refers to the degree of the result (both positive

and negative) of the participants after making a decision.

Probability of effect – likelihood that the decision of the seafarer or the

participants will cause harm in their acts or decisions.

Proximity – relationship of the participants to the victim that gave them

dilemma; closeness of the participant to the ones who plays as the main reason

why his dilemma existed.

Social consensus – is when the participant considers what other people say

after having their decision or choices.

Moral awareness- the capacity understand the ethical implications of a choice

they must take in having a dilemma.

Moral reasoning-critical analysis to determine which is right or wrong on the

scenario, and having an explanation why he/she chose and made that decision

Moral intent- intention and/or action of the seafarer that faced a dilemma when

decision overcome rationalization.

Moral Gravity- things that affect a the participants’ well-being or interest.

Consequences - a result or effect after decision making, it is either positive or

negative.
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Chapter 2

REVIEW OF RELATED LITERATURE

Seafarers have always been associated with a life of adventure and

danger. For many, the sea is a place of opportunity, where they can earn a

good living and provide for their families. But for some, the sea is also a place

of great challenges, where storms can whip up suddenly and where shipwrecks

in their own lives happen. Due to these challenges, seafarers, most of the time,

steps in a situation wherein they face a certain dilemma while they are on board.

Manalo et al (2015) highlighted that the most common issue on board is

homesickness, which is followed by exhaustion, family problems,

discrimination, poor communication, and poor interpersonal relationships at

work. Aside from those common problems, there are certain issues and

experiences from Filipino seafarers that are needed to be address. The

succeeding texts will further discuss the experiences of seafarers that made

them faced dilemma in the cruise line industry.

From a recent report of Philippine Daily Inquirer (2022), to prevent the

seafarers from their mental anguish or a significant amount of emotional pain,

agony, torture, or suffering that could make a crime worse or be the focus of a

lawsuit for compensation or wrongful death pain and suffering, and their

permanent disfigurement, the company are responsible for their health and

security to make up for the crew member's lost wages from the past and the

future.For a disabled crew member who had accidents, the employment

contract only permits a maximum reimbursement of $29,480 for they Once a

member of the crew or their loved ones receive a death or disability payment,
 14

they forfeit their right to file a claim against the cruise line employer and

operator. The rules of the International Labor Organization are violated by this

(ILO). Such pitiful salaries diminish the worth of a Filipino's life.

Another case revealed by Walker (2016) was an experience from a

victim named Lito Asignacion, a Filipino seafarer who was a senior engine fitter

working aboard a bulk carrier when hot water overflowed a tank due to

hazardous working conditions on board, causing major burns to his abdomen

and legs. In the burn units in a hospital in U.S.A., the crew member endured

extensive and painful medical care. Asignacion was treated and underwent skin

grafting for burns covering 35% of his body. Mr. Asignacion continued to receive

medical treatment and surgeries after returning to the Philippines. He is today

disabled, unemployed, and scarred for life. The burned crew member's

employer claimed that because of his grade 14 disability, he was only eligible

for 3.74 percent of USD $50,000 under the POEA.. According to the labor

board, the shipping company offered the disabled crew member $25,000 "out

of sorrow and generosity". This case shows, the Filipino labor system allows

maritime companies and insurance providers to desert those seafarers who

have made significant sacrifices and endured a tremendous deal of suffering

for their families. Making fun of a system that favors the wealthy while failing

the injured and struggling seafarer by imprisoning attorneys who fight for

increased rights for seafarers and allowing maritime businesses to postpone

payment of arbitration decisions.

In another area, Gorecho (2021) mentally anguished seafarers

request disability or death claims due to work-related situations, they complain

about biased decisions made by company doctors. He stated that companies

 15

frequently argue that they are not obligated to pay benefits in the majority of

seafarer cases for disability or death benefits claims by citing medical reports

from the company-designated physician that the seafarer's illness is not related

to his or her work, that he or she is fit to work, or that compensation is limited

to a lower amount based on a low disability grading

In connection with the issue being tackled, the International Commission

on Shipping (2010) highlighted the blacklisting issue and abandonment of

seafarers. The commission was brought to the attention of cases where

seafarers were being defrauded of their agreed-upon earnings as well as where

seafarers had significant back pay owed but were unwilling to protest or ask for

assistance for fear of being immediately terminated or placed on a blacklist.

Being placed on a blacklist result means complete loss of one's job, income,

and ability to practice one's trade. Additionally, it may result in family separation,

loss of the seafarer's home, inability to support children's education, and other

consequences. The worst-case scenario that may happen is that crew

members who were owed significant amounts of wages being abandoned in a

foreign port as a result of a shipowner's financial collapse

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Chapter 3

RESEARCH METHODOLOGY

This section discusses the research design, sampling methods,

instrument, data collecting, and data analysis.

Research Design

This study will utilize Phenomenological Research design. This type of

research is a great tool to understand different experiences of the participants.

That will provide the researchers individual lived experiences by knowing and

understanding their assumptions (Harappa, 2021) . The qualitative research

interview method applied in this study displays in greater detail the influences

and mental processes of each participant. The research's common themes

offered insights into how moral decisions are made in the setting of companies,

and practitioners can utilize these insights to better understand ethical decision-

making and strengthen ethical cultures in their own workplaces. The findings

will also contribute to the body of knowledge regarding the influences on ethical

behavior and the context of circumstances. A qualitative research study was

conducted.

Sampling Technique

The sample of this study consists of ten (10) Filipino seafarers in cruise

line industry having at least 18 years of age and have faced an ethical dilemma

in the workplace and were willing to talk openly about their experiences.

Purposive sampling is a sort of non-

probability sampling in which researchers choose members of the general pop

 17

ulation to participate in their surveys based on their own opinions. It is also ref

erred to as judgemental, selective, or subjective sampling.

Purposive sampling involves choosing samples from the total sample

size depending on the survey taker's or researcher's assessment. To put it

another way, a purposive sample is gathered in accordance with the

specifications of the test, survey, or research for which it will be utilized

Vijayamohan (2022).

Research Instrument

To gather the required data needed for the study, the researchers will

used semi - structured interview questionnaires. The content validity of the

questionnaire was assessed by the teacher and these questionnaires were

made up of open-ended questions that have been designed as precisely as

possible in order to maximize the effectiveness of the surveys.

A collection of questions with flexible phrasing and terminologies that are

asked in any sequence are used in semi-structured interviews. The researcher

tries to cover areas of interest in semi-structured interviews with introductory

inquiries and probes (Merriam, 2022). Depending on the participant's response,

questions were modified as necessary.

. I Furthermore, the questionnaire was inspired on one that was created

by Lamontagne (2012). The questionnaire was enhanced and modified for its

applicability to the respondents. It contains two (2) sections. The first section,

comprises with the demographic profile of the respondents, Their name, age ,
 18

gender, address, work position, and number of years in service. The second

part includes interview questions that deals with their Ethical issues or dilemma

faced by the seafarers and their Ethical behavior after making a decision. Also,

their Ethical judgement and intent of the seafarers. And lastly, Organizational

factors affects their decision.

Data Collection and Analysis

The proponents of this study set aside time and effort to decide on a

questionnaire for the intended Participants. The questionnaire was made to

include questions that would be useful to our Participants in obtaining reliable

information.

The researchers will conduct an interview with them, utilizing the

questions from the modified questionnaire to assist them explain and convey

their narrative about their difficulty. The researchers will explain each question

to them so that they answer it appropriately and do not stray too far from the

question. Each interview will be transcribed and further analyzed.

Finally, the data were synthesized to present the overall narrative of what

was discovered throughout these interviews. For the data analysis, the

researchers will use thematic analysis.according to Delve (2020), Thematic

analysis is a qualitative data analysis process that entails reading over a data

collection such as transcripts from in-depth interviews or focus groups, and

looking for patterns in meaning throughout the data to extract themes. Thematic

analysis is an active process of reflexivity in which the researcher's subjective

experience is crucial to deriving meaning from evidence.

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After having interviews, the reaserchers will read and analyze all of their

answers and be familiarize with it. After reading and familiarizing, they wil look

for those answers that shares the same thought and will come up , and generate

different themes that will help them find The results, to conclude and have

recommendatiions. will contribute to the body of knowledge and identify

potential topics for further study.

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Chapter 4

Results and Discussion

Demographic Profile of the Participants

In this section, the demographic profile of the participants in terms of (1)

age, (2) work position, and (3) number of years in service was discussed.

10%

30% 21-30 yrs old

60% 31-40 yrs old
41-50 yrs old
51-60 yrs old

Age of the Participants

The survey results demonstrate that the average age of the seafarers is

thirty-five (35) years old. The majority of participants appear to be in the ages

of between thirty-one to forty (31 to 40), that is, six (6) participants or sixty

percent (60%) of the total participants. This is followed by seafarers having an

age between twenty-one to thirty (21 to 30), which comprises of three (3)

participants or thirty percent (30%) of the whole sample. This observation is

followed by the least number of participants, the age bracket of fifty-one to sixty

(51 to 60), which is them composed of only one (1) participant, gaining ten

percent (10%) of the total participants. Finally, it is also observed that none of
 21

the participants interviewed falls into the age bracket of forty-one to fifty (41 to

50). This study posits that the majority of seafarers who were interviewed fall

between the ages of thirty-one to forty, followed by twenty-one to thirty and then

fifty - one to sixty. This information also shows that even after the age of fifty,

which is considered an age for retirement preparation and time where health

complication arises, some seafarers continue to practice their career and

competence. This perspective is quite intriguing in light of other possible

options, such as land-based employment or starting a business. Therefore,

employers may wish to investigate, via future research, the factors that may

affect the motivation of seafarers to remain with their current employer.

Lindgren and Nilsson (2012) mentioned in their study that seafarers

continue to choose their career even as they get older due to the

implementation of regulations and advantages provided to seafarers, although

some tend to seek out other opportunities if given the chance. Therefore, while

it is accurate that workers are more likely to choose seafaring as a career as

they age, employers can retain employees by implementing advancement

opportunities for all seafarers, as a lack of promotion opportunities onboard can

lead seafarers to pursue careers on land

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10%
10%
Food and Beverage
50% Stewardship
Deck
20% Engineering
Clerical

Work Position of the Participants

The survey results demonstrate that the majority of participants,

composed of five (5) participants or fifty percent (50%), came from the food and

beverage department. This specific department is comprised of the interviewed

individuals, namely, two (2) chefs, two (2) waiters and one (1) cook.

This data is then followed by two (2) participants or twenty (20%) of the

sample who came from the stewardship department. This specific department

is comprised of the interviewed individuals, namely, one (1) laundry attendant

and one (1) security officer. Next, it was also observed that the deck department

is composed of only one (1) participant which is identified as a Bosun Officer.

Same goes with the clerical department having one (1) IT Tech Analyst

interviewed. Lastly, the researchers also identified one (1) participant from the

engineering department having the job of being a plumber.

These results revealed that the majority of participants were most likely

to work in the food and beverage department, followed by the stewardship

 23

departments, and finally the deck, engineering, and clerical department. This

portion may be of interest to some seafarers who are interested in career

advancement opportunities. After completing his evaluation, educational, and

training requirements, a cook may consider pursuing his ambition to become a

head chef. The same holds true for a plumber working alongside with other

engineers, who may be motivated by the privilege and benefits of a higher-

ranking position, eventually pursue a college education, and diligently work

towards his goal. This section may shed light on future research on the

motivations and aspirations of seafarers based on their current job positions.

Such inquiries could provide employers with information regarding the length of

time that their employees may consider, as well as the staff turnover based on

the job gratification that these individual people are experiencing.

Demographic profile in terms of number of years in service

10%

1 - 10 years
90%
11 - 20 years

Number of years in service

The survey results demonstrate that the average service length of the

seafarers interviewed is six (6) years. The majority of participants appear to be

serving the industry from one to ten (1 to 10) years since they entered the cruise

line, that is, nine (9) participants or ninety percent (90%) of the total sample
 24

interviewed. This is followed by seafarer serving the industry from eleven to

twenty (11 to 20) years since the first day entering the cruise line, that is, one

(1) participant or ten percent (10%) of the total. This study posits that the

majority of seafarers who were interviewed fall between average length of

service from one to ten years, and followed by eleven to twenty years of service.

Intriguingly, the intentions of seafarers can be investigated further in

future studies, as it is not only the period that seafarers devote to maritime that

is considered to be the primary concern; rather, implementations of financial,

collaborative, and land-based possibilities and skills can be illuminated, taking

into account the timescale that seafarers take into account while they remain in

service. As current data indicates that some seafarers tend to prolong their

service beyond twelve (12) years, Llangco (2017) revealed that seafarers tend

to have few savings due to a lack of feasible strategies for achieving financial

objectives such as cost of pension plan, encompassing their daily living,

medical, and other expenditures from the day they stop working and for the

remainder of their lives. This issue can be disconcerting to employers, as

seafarers may be more concerned with monetary compensation than with the

significance of their work in terms of their careers, the quality of service they

offer, and their well-being. Even though it's true that income could make

seafarers want to continue their "career" and work as long as possible, another

factor could be the need to know for sure what kind of service they can give.
 25

10%

30% College Graduate

60%
College Undergraduate
Highschool Graduate

Educational Attainment
The survey results show that the average educational level of the

seafarers surveyed is College Undergraduate. The majority of participants

appear to be college graduates, accounting for six (6) of the total sample

interviewed (60%). This is followed by ten percent (10%) of seafarers who were

high school graduates. According to this survey, the majority of seafarers asked

are college graduate.

A preparatory bachelor's degree is not necessary for a seafarer,

although it may be useful for a variety of reasons. One of the key reasons is

that the degree will provide a seafarer with a more in-depth understanding of

the maritime industry, including its history and legislation. This knowledge can

assist a sailor when dealing with other crew members and speaking with clients

and consumers. Additionally, a preparatory bachelor's degree can provide a

seafarer with the technical skills and knowledge required to operate and

maintain the various systems and equipment aboard a ship. Lastly, a

preparatory bachelor's degree may lead to various career opportunities in the

 26

marine industry, such as working as a maritime consultant or doing maritime-

related research Jurg, R. (2021)

20%

28 ,000- 67,000
10% 68,000 - 107,000
50%
108,000 - 147,000
148,000 - 187,000
188,000 - 227,000
20%

Monthly Salary
.

The survey results show that the (50%) monthly of the seafarers

surveyed is 28,000 pesos to 67,000 pesos. Followed by those seafarers that

has 68,000 pesos to 107,000 pesos which is twenty percent (20%). Also, twenty

percent (20%) for those who has monthly salary of 188,000 pesos to 227,000

pesos. Lastly, are those participants, or the seafarers that has 108,000 pesos

to 147,000 pesos monthly salary which is ten percent (10%). These results

revealed that the majority of participants were most likely to receive monthly

income of 28,000 pesos to 67,000 pesos.

Yildirim, et. Al. (2022) state that numerous studies in the literature

advocate for a high-paying employment strategy to address the maritime

profession's bad working circumstances, which have a severe influence on

seafarers' physical and mental health. As a result, there is a scarcity of qualified

seafarers. Yet, increasing wages alone cannot guarantee acceptable working

 27

conditions; other fundamental governing concepts and rights in the workplace

also play crucial roles. In this scenario, analyzing the impacts of wage alone

would fail to uncover the fundamental problem and would prohibit the study's

findings from being generalized to all seafarers.

Persistent irritation and stress may be exceedingly detrimental to

seafarers' physical and mental health. Constant psychological stress might

impair decision making. Additionally, repetition of the same mistakes,

decreased job efficiency, reclusive behavior/neglecting interaction with crew

members/withdrawal symptoms, refusal to follow instructions, negligence

Emerging Themes

The researchers have identified four (4) common or superordinate

themes from the dilemma that was discussed by every participant: (1) Family

Ties; (2) Health Concerns; (3) Faith and Temptation; and (4) Work – related

problems. These themes are accompanied by verbatim and/or documented

participant reports.

Number of
Emerging Themes Percentage Rank
Participants
Family Ties 3 30% 1.5

Faith and Temptation 3 30% 1.5

Health Concerns 2 20% 2.5

Work – related problems 2 20% 2.5

Total 10 Participants
 28

As presented in the table above, dilemma about family ties and faith

towards their relationship tied in the first spot having both 3 out of 10 responses.

It was then followed by health concerns and work-related problems, also tied at

the third spot. According to Thomas et.al (2020), family matters such as conflict

or event can also have an impact on seafarers, causing overthinking. It is a

significant factor for seafarers, resulting in a rush to return home. As an

example, having a conflict in a relationship at home can turn into a big problem

because it can affect the mentality of a seafarer. As cited by the International

Transport Workers' Federation (2015), even good news (for example, having a

newborn baby, celebrating a birthday, etc.) can lead to over emotion due to

overthinking. Even if there is a conflict or an event, family matters can have an

impact on the seafarers' ability to work and may result in them being sent home.

Furthermore, how many times have we heard the cliché, "A girlfriend in

every port?" Seafarers face numerous temptations, including infidelity, alcohol,

and drugs, among others. Because they are cooped up in their ship with other

seafarers, peer pressure is high. (Pablo, 2019)

1. Family Ties

This theme is characterized by dilemmas experienced by the participants

wherein their decisions appear to be influenced with their family relationships.

When the participants were asked with the question, “Describe a set of

circumstances at work in which you faced a dilemma or stressful situation.” The

participants answered with the following responses:

 29

Illustrative texts:

[S1]: “Hindi inaasahan noon, 2 weeks bago ako umalis, ‘yung anak kong

panganay na lalaki ay naaksidente. On-work siya non sa QC Katipunan

(bilang) delivery boy ng isang fastfood at medyo magulo sitwasyon ng

isip ko noon dahil nga malala ang naging kalagayan ng anak ko. Malaki

ang magiging gastos kaya kailangan ko rin makabalik ulit sa barko pero

kailangan nila ako dito sa Pinas para maalagaan ‘yung anak ko dahil ang

asawa ko naman ay nasa Hongkong at ang kasama niya lang sa bahay

ay anak kong bunsong babae.”

[S2]: “Kasama ko sa trabaho ang pinsan ko, nauna siya ng ilang taon, at

laging napapagalitan sapagkat mainitin ang ulo sa kusina at minsan may

pagkareckless kumbaga. Minsan ay napagalitan sya at nasabihan ng

last warning. May nagawa na naman siyang mali that time na ‘di niya

sinasadya. Nalagyan niya ng sesame seeds yung spinach salad na

dapat ay wala. Dahil sa hindi pag-iingat at pagmamadali, nagreklamo

yung customer at nakarating sa manager. Sinabi nya sakin lahat at

nakiusap na akuin ko yung kasalanan para hindi na siya mawalan ng

trabaho. Ako naman, ‘di ko alam kung papayag ba ko o hindi ko aakuin

kasi baka ako naman ang manganib.”

[S3]: “I got a telegram saying that my grandmother from Nueva Ecija,

who was like my mother because she was my mother’s best friend, had

passed away from a heart attack. When I was in elementary school, if I

felt uneasy, I would call her, and she would always give me something

to cheer me up. We haven't spoken or laughed together in almost a

 30

decade. Although the ship won't be here until later this afternoon or

tomorrow morning, I still want to go.”

After hearing their testimonies, the participants were asked with the

follow up question, “How did you respond with the situation? What helped you

decide?” The participants answered with the following responses:

[S1]: “Pinili kong sumampa at ang nakatulong sa akin dito para ako’y

makapagdesisyon ay yung magulang ko at pati na rin ang asawa ko,

kasi pinakang hangad namin mag asawa ay mabigyan sila ng

magandang buhay, masuportahan pangangailangan at kung ano

andiyan. Ang aking ama at ina, pati mga kapatid, na pwede rin malapitan

ng anak ko para magabayan sila habang wala kami ng asawa ko.”

[S2]: “Inako ko (yung kasalanan) at na-warningan lang ako, laking

pasasalamat sa akin noon dahil inako ko sapagkat naawa na din ako, at

alam ko na warning pa lang naman at unang beses. (Sa pagdedesisyon),

sarili ko lang, kasi kailangan ko agad magdesisiyon at kakausapin agad

yung manager. Siguro pati yung pinsan ko, kasi hindi din naman ako nito

pababayaan, at dahil alam na niya ugali ng manager naming.”

[S3]: “Although I really love her, I have job to do and am unsure of what

to do. While crying to go to her, I'm also eager to get to work. My mother

advised me on what to do, and my uncle warned me that if I choose to

remain with her and lose my job, my grandma will be furious. They

advised praying to God and talking to him in order to help us be okay, as

well as my grandmother.”
 31

This theme examined the difficulties that seafarers faced, such as the

problems, illness or death of a family member. Looking at the death and

accident concerns, these problems cannot be resolved immediately while they

are separated from their families. Some participants tend to worry about the

welfare of their family members while they are away. Depending on the

individual, some seafarers report or do not describe their own conditions to their

loved ones when these problems occur.

[S3]: I do recall that day since I skipped lunch and didn't move for several

hours. Since I have nowhere to go, I ultimately made the decision to

grieve in private while doing laundry at work.”

Marasigan (2016) discovered that some seafarers inclined not to discuss

their situations and sufferings while onboard because they do not want their

family and friends to become anxious or concerned. On the contrary hand,

some seafarers tend to remind their relatives about the nature of their work and

how their hard-earned income may be considered.

2. Health Concerns

This theme is characterized by dilemmas experienced by the participants

wherein their decisions appear to be influenced by their health situation. When

the participants were asked with the question, “Describe a set of circumstances

at work in which you faced a dilemma or stressful situation.” The participants

answered with the following responses:

[S4]: “Dati, kakatapos ko lang sa duty ay papunta ako sa kwarto para

maglinis at magpahinga, pero sa paghubad ko ng damit, ay napaatras

 32

ako at natumba. Buti nalang naituon ko ang braso at hindi napuruhan ng

ulo. Simula noon ay madalas nang sumasakit braso ko. Napansin ko

habang tumatagal sumasakit, nung nagbakasyon ako, nagpacheck up

na ako at lumalala na daw linear fracture sa braso. Pinayuhan ako na

huwag muna masyadong gumawa ng mabibigat kasi may kalakihan

yung fracture, at nagreseta na lang ng gamot. Simula noon, nagingat na

ako. Minsan naiituon ko at nakakapagbuhat ako kaya nasakit lalo,

nagiging maselan na, kaya napaisip ako kung babalik pa ba ako sa

barko, sabi ng anak ko huwag na daw, sila na lang daw bahala sa amin

kasi nagtatrabaho na din naman sila, e’ ang sa akin naman ay may

pamilya din sila na binubuhay.”

[S5]: “I am excited na nga kasi magbabakasyon na ko ng ilang buwan, I

already told my family that I will be with them na sa wakas. Madami

kaming plano but suddenly, kinausap ako ng manager namin na kung

pwede mag stay na muna kasi they will be needing more employees at

maraming guests. We need money din naman kasi bukod sa sarili kong

pamilya, nagbibigay pa rin ako sa parents ko. Sinabi ko sa wife ko na

possible na mag-stay muna ako for a while, nalungkot siya pero she

understands naman. I have the chance to be with them pero

mapapatagal pa, pero makakaipon naman kami. Miss ko na sila, ‘di ako

sanay na hindi nauwi pag bakasyon.”

After hearing their testimonies, the participants were asked with the

follow up question, “How did you respond with the situation? What helped you

decide?” The participants answered with the following responses:

 33

[S4]: “Napagdesisiyonan ko na nga na mag-retire na, tapos na naman

mga anak ko, at may ipon na ako, pero hindi madali yung desisyon na

iyon sapagkat kailangan pa rin namin ng pagkakakitaan Pamilya at

doctor ang tumulong sa pagpili ko ng desisyon. Pinipilit na din ako mag

retire ng pamilya ko na para sa aking kalusugan din naman.”

[S5]: “I chose to be with them, I decided to choose my mental health

since I know that it will affect my overall productivity, homesickness can

be just a shallow reason but for me I love to have quality time with my

family because they are my strength and weakness. I may be able to

save more money if I choose to stay but my mind, and heart will suffer. I

know that I can earn it (money) after my vacation, so I had my leave.”

According to Mc Veigh (2017), seafarers are at the greatest risk for

stress-related physical and mental conditions. International Trade Federation

(2015) discovered that seventy-five percent (75%) of seafarers in the

Philippines reported knowing a depressed coworker. Fernandez and

colleagues (2014) discovered that Filipinos appear to associate anxiety within

a social context, which can be discussed by the interrelated self-concept

prevalent in Filipino culture.

3. Temptation and Sexual Harassment

This theme is characterized by dilemmas experienced by the participants

in relation with sexual harassment and interaction they experienced. When the

participants were asked with the question, “Describe a set of circumstances at

work in which you faced a dilemma or stressful situation.” The participants

answered with the following responses:

 34

[S6]: “Isang gabi noon, day-off ko kasama mga katrabaho hindi

maiwasan uminom mga kasama kong iba binata pa at hindi naman

malayo sa edad. Sa ‘di inaasahan, pagnakakainom maraming pwedeng

mangyari. Dahil may nangyari sa amin nung babae nadala ako ng tukso

na nangyari nung gabing yon alam kong mali pero nagawa ko pa rin.

Hindi ko alam kung ano gagawin dahil maayos kami ng asawa ko at ilang

sampa na ako noon lang una akong nakagawa na mang ano (to have

sex) ng babae. Natakot akong sabihin dahil ayaw kong maghiwalay kami

pero mabigat sa pakiramdam lalaki ako lalo maayos aming pagsasama”

[S7]: “Isang pasahero ang kinausap ako at akala ko ay

makikipagkaibigan lang noong wala kami sa duty. Tapos niyaya at inalok

niya ako ng malalaswang gawain kapalit ng pera. Akala ko nung una ay

lalaki pero silahis ata. Nailing ako at nagalit sa kanya pero kinausap nya

ako at tinaasan ang alok kaya ako naman ay nakumbinsi. At syempre

pera din yon kase nung mga panahon na ‘yon, gusto ko mabili mga

bagay na hindi ko nabibili dati, kumbaga dagdag ipon din. Pero bago ko

tinanggap ay inisip ko din sapagkat baka gawain na niya ito ay baka may

AIDS na, pero nasilaw ako sa pera kaya tinaggap ko. Hanggang sa

nakasanayan ko na na gawin iyon. Isa pa ay hindi ko alam kung

sasabihin ko sa magulang ko na nagkasakit ako, o magpapagaling na

lang ako, nakakahiya kasi e.”

[S8]: “Nung unang sampa ko, yung system manager namin na lagi kong

nakakaharap sa tuwing magrereport ako ng inventories at updates ay

masyadong malikot ang kamay, na laging nanghihipo ng katawan na

para bang may gustong gawin, pero hindi nangyari yon. Noong una
 35

nagalit ako pero tinakot niya ko na mawawalan ng trabaho kung ganon

ugali ko. Hindi naman siya nanghihipo ng maselang bahagi ko pero

nakakailang at nandidiri na din ako, ‘di ko na alam gagawin kaya nasabi

ko sa mga kasama ko. Sabi nila pagpasensyahan ko na daw kasi

hanggang doon lang naman, kasi pwede daw ako matanggal sa trabaho

kasi malapit siya sa nakakataas. Sabi ko baka naman this time mabigyan

na siya ng leksyon, baka pwede kong subukan na magreklamo. Ilang

gabi din akong hindi makatulog.”

After hearing their testimonies, the participants were asked with the

follow up question, “How did you respond with the situation? What helped you

decide?” The participants answered with the following responses:

[S6]: “Hindi naging madali pero tinapangan ko loob ko dahil gusto ko buo

ang pamilya. Isang beses nagkamali ako, dapat gawin na magbago kung

sabihin ko man sa asawa baka posible na hiwalayan ako. Pambababae

yon, alam ng asawa at magagalit siya sa akin kung hindi ko sabihin.

Andun yung bigat at konsensya ko lagi kong isipin na baka may

magsumbong kase mga katrabaho ko sa barko ay mga malapit sa aming

magasawa.”

[S7]: “ Dahil nga nakakahiya diko sinabi sa mga kasama ko, pero parang

nakakakutob na sila. Sarili ko lang yung pinagkatiwalaan ko kasi mahirap

na.”

[S8]: “Pinagisipan kong mabuti, pero sabi ko pkaag tinuloy ko ang

reklamo ko, kawawa naman yung mag-ina ko, mag-iisang taon palang

baby ko at kailangan ko mag-ipon, kaya hinayaan ko na lang. Tumigil

 36

din naman siya nung hindi ko na pinapansin panghihipo nya na parang

wala lang, pero ilang buwan ko din tiniis.”

Nielsen (2013) revealed that Filipino seafarers experienced a more

negative work environment, with higher levels of harassment, laissez-faire

governance, and poor safety, despite experiencing stronger team cohesion and

perceiving their captains to be more genuine.

4. Work – related problems

This theme is characterized by dilemmas experienced by the participants

in relation with their problems they encounter in work and with their colleagues.

When the participants were asked with the question, “Describe a set of

circumstances at work in which you faced a dilemma or stressful situation.” The

participants answered with the following responses:

[S9]: “Plumber ako at minsan e may nangyaring hindi inaasahan, sa loob

ng engine room ay may nag-apoy. Nagpanic ako noong una pero

pinkalma ko sarili ko. Nag-raise na ang fire alarm signal at nahirapan ako

mag decide kasi hindi ko alam kung magpapakabayani ba ko para kunin

yung portable foam extinguisher para maapula (ang apoy) o intayin ko

na lang sila dahil delikado.”

[S10]: “When I was working, I felt stressed out from carrying heavy loads,

and because of tension from other personal issues, I got into an

argument with a deck OS Crew who also lived in our area in Baritan .

Because he neglected to mention the replacement of the spare

components in the report, I have spoken some bad words to him. It took
 37

me hours to realize that I had overreacted that particular moment, and I

am aware of it today. I also have personal issues at the time, which

makes it simple for my wrath to flare up. Even though he is also at fault,

but it is not how it should be. I had hoped that time would help things get

better, but after a few days he stopped being as productive and

continued to be angry with me even during our break. I'm not sure if I'll

wait for us to be okay or if I'll apologize to him right away.”

After hearing their testimonies, the participants were asked with the

follow up question, “How did you respond with the situation? What helped you

decide?” The participants answered with the following responses:

[S9]: “Sa takot ko na lumaki pa ang apoy at madaming mapahamak,

kinuha ko yung foam extinguisher. Nagkaroon ako ng second degree

burn pero natulungan ko naman na hindi kumalat yung apoy bago

dumating na ang CE na magooperate ng CO2 (fixed fire extinguishing

system). Sa mga ganong klase ng emergency, sarili at lakas ng loob ang

kailngan mo at tandan kung ano ang mga nasa training para magawa

nang tama at ayos ang dapat gawin upang hindi napapahamak. Kasama

na dito ang tiwala sa Maykapal, na alam kong kasama ko siya lagi, kaya

malakas ang loob ko na sumubok para sa kaligtasan ng lahat.”

[S10]: “I have made up my mind to talk to him that enable us to be

productive. I talked to my father about it because we often exchange

updates before going to bed. Because of his mentality that he always

wants to talk through and solve problems, he never wants anyone to be

mad with him.”

 38

Analysis shows that participants cope with or adjust to their work-related

challenges primarily by trying to talk with respect to their coworkers; this

approach is followed by empathizing with coworkers' conditions; inclination to

technical knowledge and being a quick learner have also been noted as

adaptation to work, as technical issues happen in the workplace.

 39

Chapter 5

Summary of Findings, Conclusions and Recommendations

Summary of Findings

According to the data collected, the typical age of a seafarers is 35 years

old. The majority of the seafarers in this study are between the ages of 31 and

40, followed by those between the ages of 21 and 30, and finally those between

the ages of 51 and 60. Six (6) of the total participants, or sixty percent (60%) of

the participants, appear to be between the ages of thirty-one (31) and forty (40).

Three sailors, or 30% of the total sample, fall into the age range of twenty-one

to thirty (21-30). At the end of the day, it is also noticeable that no one between

the ages of 41 and 50 was questioned (41 to 50).

The survey findings reveal that five of the participants, or fifty percent

(50%) of the total, were from the food and beverage department. The people

who were interviewed are all part of this department. There are two (2) chefs,

two (2) waiters, and one (1) cook. After this information, there are two (2)

participants from the stewardship department, which makes up twenty percent

(20%) of the sample. The two people who were interviewed are part of this

department. They are a laundry worker and a security officer. Next, it was

noticed that there is only one (1) person in the deck department. This person is

called a Bosun Officer. The same is true for the clerical department interviewing

one (1) IT Tech Analyst. Last but not least, the researchers found that one (1)

participant in the engineering department worked as a plumber. Based on these

results, most of the participants were most likely to work in the food and
 40

beverage department, then in the stewardship department, and finally in the

deck, engineering, or clerical department.

In terms of educational attainment, the average educational level of the

seafarers polled is College Undergraduate. The bulk of those questioned

appear to be college graduates, accounting for six (6) of the total sample (60%).

This is followed by ten percent (10%) of seafarers who have completed high

school. According to this survey, the majority of mariners polled are college

graduates. For their monthly salary according to the survey findings, fifty

percent (50%) of the monthly salary of the seafarers questioned ranged from

28,000 pesos to 67,000 pesos. Seafarers come next, with 68,000 to 107,000

pesos, accounting for 20% (20%) of the total. Moreover, 20% (20%) for persons

earning between 188,000 and 227,000 pesos per month. Lastly, there are those

who make between 108,000 and 147,000 pesos per month, or 10% of the total.

In all, the majority of individuals earned between 28,000 and 67,000 pesos each

month.

The researchers have identified four (4) common or superordinate

themes from the dilemma that was discussed by every participant: (1) Family

Ties; (2) Health Concerns; (3) Faith and Temptation; and (4) Work – related

problems. Three participants encountered problem relating to family concern

that equates to thirty percent (30%) of the total population. Same quantity of

participants encountered situations relating to sexual abuse and temptation.

Two participants encountered health concern problems and at the same time,

two participants also faced work related concerns that lead them to their

dilemma while on board.

 41

In the question asking for the pros and cons of their decision, most of the

participants chose to pick the pros or the advantageous one. They elaborated

that they tried weighing all the options and came up with the best one. Most of

the cons or downside options encountered by the seafarers is loss or

termination of work. This option is the least option that they will be choosing as

their work is the source of income that they use to provide for their family.

When asked if there were any support groups or systems that aided

them in making their decision, most of the participants answered their family.

Their answers highlighted that the family is a great source of support and

advice. They know us better than anyone else and can offer the best advice.

They can help us make decisions by providing their own experiences and

knowledge. The family is also a great source of love and care. They can help

us through tough times by offering their support and love.

When asked with the influences of the support groups that they

mentioned, most of the seafarers answered that their families provided moral

support in their decision-making process while they are on board. The seafaring

life can be a tough one, with long periods of time spent away from home and

loved ones. It's no surprise, then, that family support is a key factor in helping

seafarers make decisions while they're on board. In a recent survey, most of

the seafarers who responded said that their families had a significant impact on

the decisions they made while at sea.

Conclusions

The following are the research study's conclusions based on the

findings:
 42

1. The interview results demonstrate that the average age of the seafarers

is thirty-five (35) years old.

2. Majority of participants were most likely to work in the food and beverage

department, followed by the stewardship departments, and finally the

deck, engineering, and clerical department.

3. Seafarers who were interviewed fall between average length of service

from one to ten years and followed by eleven to twenty years of service.

4. The majority of seafarers interviewed are college graduates, with the

average being a college undergraduate and the least being a high school

graduate.

5. The study's findings, the majority of participants earned between 28,000

and 67,000 pesos each month.

6. The researchers have identified four (4) common or superordinate

themes from the dilemma that was discussed by every participant: (1)

Family Ties; (2) Health Concerns; (3) Faith and Temptation; and (4)

Work – related problems.

7. Most of the participants who answered the question about the pros and

cons of their choice chose the pros or the advantageous one.

8. Most of the participants answered their family are the one who aided

them to decide when making choices while on board.

9. Most of the seafarers answered that their families provided moral

support in their decision-making process while they are on board.

Recommendations

In line with the identified conclusions, the researchers further

recommend the following:

 43

1. The researchers suggest that employers can imprh c ove retention by

providing promotion opportunities for all seafarers. Even though it is true

that workers are more likely to choose seafaring as a career as they get

older.

2. To create more sense of connection that these individuals have with their

family members, such as their siblings and parents, because it can be a

factor in explaining the significance of their relationships.

3. To establish a basis for other further studies to better understand the

desires and goals of seafarers in their current roles due to their level of

job satisfaction.

4. To prioritize having first a diploma to make the process easier and to

have a better job opportunity.

5. Employees can have trainings and workshops for improvement of skills

and ability. This will help them to be more progressive, productive, and

for faster raise of wage and salary, due to promotion.

6. To create ways on giving insight into how long employees might be

thinking about staying with the company and how often employees

leave, queries like these will give them ideas.

7. To create, facilitate and collaborate with implementing bodies and the

seafarers' support networks, interventions, learning sessions, and

training programs can be developed that will strengthen coping

mechanisms and require adjustments in the workplace.

8. To first identify the goal or desired outcome. Once the goal is clear, it is

easier to weigh the pros and cons and make a decision.

 44

9. You need to consider many factors, including your safety, the safety of

others in the ship, and the legal implications of your decisions. You may

need to consult with other seafarers, maritime experts, your company's

legal team and most specially your family, because Making decisions as

a seafarer is not easy.

 45

Action Plan

Aspect Problems Encountered Solution

One (1) participant In order to convey the

experienced losing a loved necessity of coping and

one and the other felt worried adjustment strategies related

for his son who was injured to family concerns, strategic

due to an accident. These approaches from marine

experiences led them to schools, training centers,

doubt if they will go home to business, and government

be in their family’s side or will organizations collaboration

they stay on board to might be expected. It is

continue their work for their expected that learning

Family families. materials or training programs

Relations will be developed to help

people cope with the pain of

being apart from their loved

ones (Bendicio, 2019).

One participant was forced to As required physical, social,

take the blame and and mental health interviews

consequence of his cousin’s seem to only be conducted

misconduct that can lead to during pre-employment, it is

them being fired from their suggested that monitoring of

job, or even being blacklisted seafarers' recreational

from the maritime industry. activities should be

 46

encouraged. Interventions and

the hiring of health

professionals on board are also

options for the operations.

Considering his physical The management should

health, the oldest participant address the needs of seafarers

was hesitant to quit his job to connect with their family

due to the financial crisis that which can be done through

his family was facing. partnerships with financial and

entrepreneurial capability or

literacy program providers,

implementing bodies such as

employers or principals, local

Health -
government units, science and
Related
health-related institutions,
Concerns
which can support the

accessibility of health facilities,

securing benefits, establishing

land-based income generating

mechanisms for seafarers’

family while they are away from

their loved ones.

One participant felt the need It is suggested that counseling

to go home to see his family procedures can be conducted

 47

for a better mental health as in the industrial clinics as

seafarers are at the greatest integrative process to

risk for stress-related seafarers’ PEME. Formulating

physical and mental interventions, learning

conditions in exchange of an sessions and training programs

additional income for a work by partnering with

offered by the management. implementing bodies and

support system of the

seafarers can be expected

such that strengthening the

coping strategies and

adjustments in the workplace

must be taken into

consideration.

One (1) participant engaged It is suggested that proper

in a sexual activity in education through their

exchange of money while on employers, principals, and

board. This experience put clinics can be extensively

Temptation
him into a hard situation as implemented in a non-intrusive
and Sexual
he eventually diagnosed with yet effective manner, which
Harassment
a sexually transmitted can be monitored by hiring

disease. health practitioners on-board.

Saniel & De los Reyes (2010)

suggested that HIV prevention

 48

messages may be made in the

broader context of public health

that targets the unmarried and

young seafarers. The HIV

module during predeparture

needs to be reviewed for the

seafarers’ knowledge of HIV

transmission and prevention to

improve. The use of condoms

during high-risk sexual

encounters may be

emphasized.

Another participant also Possibility of counseling can

engaged in a sexual activity also be done prior to

that put him in a situation employment in order to provide

wherein he is in doubt if he education to seafarers and the

will honestly tell his wife what consequences (e.g. health,

happened or should he keep productivity, qualifying to work

it as a secret. in the future) of unprotected

and risky sexual behaviors.

One (1) participant This is a clear violation of the

experienced sexual abuse company's code of conduct

from a higher-ranking officer. and is also a criminal act. The

He did not raise his concern victim or victims of this abuse

 49

to the management due to have a right to feel safe and

the fear of losing job. secure in their workplace and

this employee has violated that

right. The management needs

to take immediate and decisive

action in order to protect the

victim or victims and to send a

clear message that this type of

behavior will not be tolerated.

The employee in question

should be suspended pending

an investigation and, if found

guilty, should be terminated

immediately. In addition, the

management should also

consider reporting the

employee to the police so that

he can be prosecuted to the full

extent of the law.

Two (2) participants providing a more flexible

Work – encountered problems that training and development
Related relates to their procedures for seafarers by
Problems imparting technical skills other
work.
than the usual activities or
 50

knowledge existing to every

talent should be upgraded or

improved in order to address

complex or problematic

situations while onboard. In this

light, Jimenez (2016)

suggested proper monitoring

and control be carried out for

the reduction of heavy

workload onboard; elimination

of factors that hampers open-

door communication with

superior; random and surprise

audit to check and monitor the

physical environment of

seafarers onboard be done to

observe actual conditions

onboard; implementation of

crew line up schedules and

scheduled planning ahead of

time; reviewing qualifications

and salary wage scale based

on collective bargaining
 51

agreement should be taken

into consideration.
 52

PROPOSED ACTION PLAN FOR THE DILEMMAS OF FILIPINO

SEAFARERS IN CRUISE LINE INDUSTRY

General Objective: The main objective of this study is to understand and

explore the dilemmas faced by the Filipino seafarers in the cruise line

industry.

Specific Objectives:

1. Examine the link between seafarer’s moral belief systems and ethical

behavior.

2. Examine how seafarers reflect on the outcomes from the decision they

have made.

3. Develop an action plan based on the dilemmas of Filipino seafarers in

the cruise line industry.

Activity Time Frame Expected Outcomes

Discussion of the To have a careful

dilemmas encountered discussion of the

by Filipino seafarers in dilemmas and

the cruise line industry. challenges of Filipino

4 – 5 days seafarers.

Seminar and To impart ideas and

Workshop: Handling suggestions on how

Long Distance to handle long

distance relationships
 53

Relationships while on between a seafarer

board and his/her family.

Mantal Health To help seafarers

Consultation who are having a

hard time facing their

problems.

Free HIV Testing and To impart knowledge

Seminar and awareness to

seafarers about

infectious diseases.

Team Building To build camaraderie

Activities between seafarers

and their colleagues.

DAY 1

Discussion of the dilemmas encountered by

Activity
Filipino seafarers in the cruise line industry

To have a careful discussion of the

Expected Outcomes dilemmas and challenges of Filipino

seafarers

Proposed - Rent for Venue

Necessities - Fee for speakers
 54

- Food for participant and speakers.

- Printing expense

- Monoblock Chairs

- Projector and white screen

- Sound System

Outsourced Materials - Health Kit

- Tables

- Stage Design

- Technical Set Up

DAY 2

Seminar and Workshop: Handling Long

Activity
Distance Relationships while on board

To impart ideas and suggestions on how to

Expected Outcomes handle long distance relationships between

a seafarer and his/her family.

- Rent for Venue

Proposed - Fee for speakers

Necessities - Food for participant and speakers.

- Printing expense

- Monoblock Chairs
Outsourced Materials - Projector and white screen

- Sound System
 55

- Health Kit

- Tables

- Stage Design

- Technical Set Up

DAY 3

Activity Mantal Health Consultation

To help seafarers who are having a hard

Expected Outcomes
time facing their problems.

- Rent for Venue

Proposed - Fee for professionals.

Necessities - Food for participant and speakers.

- Printing expenses

- Monoblock Chairs

- Sound System

Outsourced Materials - Health Kit

- Tables

- Technical Set Up

DAY 4

Activity Free HIV Testing and Seminar

 56

To impart knowledge and awareness to

Expected Outcomes
seafarers about infectious diseases.

- Rent for Venue

Proposed - Fee for speakers

Necessities - Food for participant and speakers.

- Printing expense

- Monoblock Chairs

- Projector and white screen

- Sound System

Outsourced Materials - Health Kit

- Tables

- Stage Design

- Technical Set Up

DAY 5

Activity Team Building Activities

To build camaraderie between seafarers

Expected Outcomes
and their colleagues.

- Rent for Venue

Proposed
- Food for participant and facilitators.
Necessities
- Printing expense

Outsourced Materials - Monoblock Chairs

 57

- Projector and white screen

- Sound System

- Health Kit

- Tables

- Stage Design

- Technical Set Up

- Materials for activities.

 58

BIBLIOGRAPHY
 59

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health_of_seafarers_on_board_merchant_ships_a_systematic_revie

w.
 65

APPENDICES
 66

Aspect Problems Encountered Solution

One (1) participant In order to convey the

experienced losing a loved necessity of coping and

one and the other felt worried adjustment strategies related

for his son who was injured to family concerns, strategic

due to an accident. These approaches from marine

experiences led them to schools, training centers,

doubt if they will go home to business, and government

be in their family’s side or will organizations collaboration

they stay on board to might be expected. It is

continue their work for their expected that learning

families. materials or training programs

Family
will be developed to help
Relations
people cope with the pain of

being apart from their loved

ones (Bendicio, 2019).

One participant was forced to As required physical, social,

take the blame and and mental health interviews

consequence of his cousin’s seem to only be conducted

misconduct that can lead to during pre-employment, it is

them being fired from their suggested that monitoring of

job, or even being blacklisted seafarers' recreational

from the maritime industry. activities should be

encouraged. Interventions and

 67

the hiring of health

professionals on board are also

options for the operations.

Considering his physical The management should

health, the oldest participant address the needs of seafarers

was hesitant to quit his job to connect with their family

due to the financial crisis that which can be done through

his family was facing. partnerships with financial and

entrepreneurial capability or

literacy program providers,

implementing bodies such as

employers or principals, local

Health - government units, science and

Related health-related institutions,

Concerns which can support the

accessibility of health facilities,

securing benefits, establishing

land-based income generating

mechanisms for seafarers’

family while they are away from

their loved ones.

One participant felt the need It is suggested that counseling

to go home to see his family procedures can be conducted

for a better mental health as in the industrial clinics as

 68

seafarers are at the greatest integrative process to

risk for stress-related seafarers’ PEME. Formulating

physical and mental interventions, learning

conditions in exchange of an sessions and training programs

additional income for a work by partnering with

offered by the management. implementing bodies and

support system of the

seafarers can be expected

such that strengthening the

coping strategies and

adjustments in the workplace

must be taken into

consideration.

One (1) participant engaged It is suggested that proper

in a sexual activity in education through their

exchange of money while on employers, principals, and

board. This experience put clinics can be extensively

Temptation him into a hard situation as implemented in a non-intrusive
and Sexual he eventually diagnosed with yet effective manner, which
Harassment a sexually transmitted can be monitored by hiring

disease. health practitioners on-board.

Saniel & De los Reyes (2010)

suggested that HIV prevention

messages may be made in the

 69

broader context of public health

that targets the unmarried and

young seafarers. The HIV

module during predeparture

needs to be reviewed for the

seafarers’ knowledge of HIV

transmission and prevention to

improve. The use of condoms

during high-risk sexual

encounters may be

emphasized.

Another participant also Possibility of counseling can

engaged in a sexual activity also be done prior to

that put him in a situation employment in order to provide

wherein he is in doubt if he education to seafarers and the

will honestly tell his wife what consequences (e.g. health,

happened or should he keep productivity, qualifying to work

it as a secret. in the future) of unprotected

and risky sexual behaviors.

One (1) participant This is a clear violation of the

experienced sexual abuse company's code of conduct

from a higher-ranking officer. and is also a criminal act. The

He did not raise his concern victim or victims of this abuse

have a right to feel safe and

 70

to the management due to secure in their workplace and

the fear of losing job. this employee has violated that

right. The management needs

to take immediate and decisive

action in order to protect the

victim or victims and to send a

clear message that this type of

behavior will not be tolerated.

The employee in question

should be suspended pending

an investigation and, if found

guilty, should be terminated

immediately. In addition, the

management should also

consider reporting the

employee to the police so that

he can be prosecuted to the full

extent of the law.

Two (2) participants providing a more flexible

encountered problems that training and development

Work –
relates to their procedures for seafarers by
Related
imparting technical skills other
Problems work.
than the usual activities or

knowledge existing to every

 71

talent should be upgraded or

improved in order to address

complex or problematic

situations while onboard. In this

light, Jimenez (2016)

suggested proper monitoring

and control be carried out for

the reduction of heavy

workload onboard; elimination

of factors that hampers open-

door communication with

superior; random and surprise

audit to check and monitor the

physical environment of

seafarers onboard be done to

observe actual conditions

onboard; implementation of

crew line up schedules and

scheduled planning ahead of

time; reviewing qualifications

and salary wage scale based

on collective bargaining

agreement should be taken

into consideration.
 72

PROPOSED ACTION PLAN FOR THE DILEMMAS OF FILIPINO

SEAFARERS IN CRUISE LINE INDUSTRY

General Objective: The main objective of this study is to understand and

explore the dilemmas faced by the Filipino seafarers in the cruise line

industry.

Specific Objectives:

4. Examine the link between seafarer’s moral belief systems and ethical

behavior.

5. Examine how seafarers reflect on the outcomes from the decision they

have made.

6. Develop an action plan based on the dilemmas of Filipino seafarers in

the cruise line industry.

Activity Time Frame Expected Outcomes

Discussion of the To have a careful

dilemmas encountered discussion of the

by Filipino seafarers in dilemmas and

the cruise line industry. challenges of Filipino

4 – 5 days seafarers.

Seminar and To impart ideas and

Workshop: Handling suggestions on how

Long Distance to handle long

distance relationships
 73

Relationships while on between a seafarer

board and his/her family.

Mantal Health To help seafarers

Consultation who are having a

hard time facing their

problems.

Free HIV Testing and To impart knowledge

Seminar and awareness to

seafarers about

infectious diseases.

Team Building To build camaraderie

Activities between seafarers

and their colleagues.

DAY 1

Discussion of the dilemmas encountered by

Activity
Filipino seafarers in the cruise line industry

To have a careful discussion of the

Expected Outcomes dilemmas and challenges of Filipino

seafarers

Proposed - Rent for Venue

Necessities - Fee for speakers
 74

- Food for participant and speakers.

- Printing expense

- Monoblock Chairs

- Projector and white screen

- Sound System

Outsourced Materials - Health Kit

- Tables

- Stage Design

- Technical Set Up

DAY 2

Seminar and Workshop: Handling Long

Activity
Distance Relationships while on board

To impart ideas and suggestions on how to

Expected Outcomes handle long distance relationships between

a seafarer and his/her family.

- Rent for Venue

Proposed - Fee for speakers

Necessities - Food for participant and speakers.

- Printing expense

- Monoblock Chairs
Outsourced Materials - Projector and white screen

- Sound System
 75

- Health Kit

- Tables

- Stage Design

- Technical Set Up

DAY 3

Activity Mantal Health Consultation

To help seafarers who are having a hard

Expected Outcomes
time facing their problems.

- Rent for Venue

Proposed - Fee for professionals.

Necessities - Food for participant and speakers.

- Printing expenses

- Monoblock Chairs

- Sound System

Outsourced Materials - Health Kit

- Tables

- Technical Set Up

DAY 4

Activity Free HIV Testing and Seminar

 76

To impart knowledge and awareness to

Expected Outcomes
seafarers about infectious diseases.

- Rent for Venue

Proposed - Fee for speakers

Necessities - Food for participant and speakers.

- Printing expense

- Monoblock Chairs

- Projector and white screen

- Sound System

Outsourced Materials - Health Kit

- Tables

- Stage Design

- Technical Set Up

DAY 5

Activity Team Building Activities

To build camaraderie between seafarers

Expected Outcomes
and their colleagues.

- Rent for Venue

Proposed
- Food for participant and facilitators.
Necessities
- Printing expense

Outsourced Materials - Monoblock Chairs

 77

- Projector and white screen

- Sound System

- Health Kit

- Tables

- Stage Design

- Technical Set Up

- Materials for activities.

 78

DOCUMENTATION
79
80
81
82
 83

SWOT ANALYSIS AND MATRIX

Strength Weaknesses

The study found that seafarers Seafarers face many

who had a strong support system challenges while working at sea,

were more likely to be successful in including the risk of losing their job if

dealing with the challenges of life at they speak up about problems or

sea. This is because they had concerns. This can lead to a feeling

someone to turn to for advice and of silence among seafarers, which

support. The study also found that can have a negative impact on their

relatives who gave advises were also work and wellbeing.

a source of strength for seafarers.

The study also found that

Admitting their own fault and seafarers who are blinded by money

saying sorry is one of the strength are more likely to make decisions that

results of the study about seafarer's are not in their best interests. This is

dilemma. It is the ability to take because they are more likely to be

responsibility for one's own actions influenced by the financial rewards

and to apologize, when necessary, that they could receive from making

that sets apart those who are able to the wrong decision.

learn from their mistakes and grow

from them.

Another key finding of the

study was that being knowledgeable

about what to do in an accident

 84

situation was a major factor in

influencing seafarers' decision-

making. This was particularly evident

in cases where the seafarer had

received training in first aid or

firefighting. In such cases, the

seafarer was able to quickly assess

the situation and take the appropriate

action. Furthermore, being alert and

paying attention to what was

happening around them was also a

major factor in influencing seafarers'

decision-making. This was

particularly evident in cases where

the seafarer was able to spot the

signs of an impending accident and

take evasive action.

Opportunities Threats

The study provides strong The study found that the

evidence that taking a vacation can possible consequences of seafarer's

help improve mental health in dilemma include taking the blame

seafarers. This is important because and consequence of one's

mental health problems can have a misconduct. This is because when

negative impact on work seafarers are faced with the dilemma,

 85

performance and safety. Therefore, they may be tempted to take the

seafarers should be encouraged to blame for their misconduct in order to

take a vacation when possible. avoid the consequences. However,

taking the blame for their misconduct

Seafarers have a unique
can have serious consequences for
opportunity to retire early due to
seafarers. It can lead to them being
health concerns. This is one of the
fired from their job, or even being
findings of a recent study about
blacklisted from the maritime
seafarer's dilemma. The study found
industry.
that seafarers are more likely to retire

early due to health concerns than any Sexual temptation and

other group of workers. This is due to romance can be a threat to the

the fact that seafarers are exposed to seafarer's dilemma because they can

a variety of health risks while working lead to distraction and decision-

at sea. These health risks include making. If a person is distracted by

exposure to hazardous materials, thoughts of sex or romance, they may

long hours, and physical labor. not be able to make the best decision

about whether to stay on the ship or

leave it.

Sexual abuse can have a profound

effect on a person. It can cause

physical and emotional damage. It

can also lead to problems in

relationships and in the workplace.

Victims of sexual abuse may have

 86

difficulty trusting people, and they

may have trouble forming and

maintaining healthy relationships.

They may also have trouble keeping

a job. If you or someone you know

has been sexually abused, it is

important to get help. There are many

resources available to help victims of

sexual abuse. These resources can

help you heal from the damage that

has been done.

Problems Encountered Solution

One (1) participant experienced In order to convey the necessity of

losing a loved one and the other felt coping and adjustment strategies

worried for his son who was injured related to family concerns, strategic

due to an accident. These approaches from marine schools,

experiences led them to doubt if they training centers, business, and

will go home to be in their family’s government organizations collaboration

side or will they stay on board to might be expected. It is expected that

continue their work for their families. learning materials or training programs

will be developed to help people cope

Another participant was forced to

take the blame and consequence of

 87

his cousin’s misconduct that can lead with the pain of being apart from their

to them being fired from their job, or loved ones (Bendicio, 2019).

even being blacklisted from the

maritime industry.

Considering his physical health, the As required physical, social, and mental

oldest participant was hesitant to quit health interviews seem to only be

his job due to the financial crisis that conducted during pre-employment, it is

his family was facing. Another suggested that monitoring of seafarers'

participant felt the need to go home recreational activities should be

to see his family for a better mental encouraged. Interventions and the

health as seafarers are at the hiring of health professionals on board

greatest risk for stress-related are also options for the operations.

physical and mental conditions in

exchange of an additional income for

a work offered by the management.

One (1) participant engaged in a It is suggested that proper education

sexual activity in exchange of money through their employers, principals, and

while on board. This experience put clinics can be extensively implemented

him into a hard situation as he in a non-intrusive yet effective manner,

eventually diagnosed with a sexually which can be monitored by hiring health

transmitted disease. Another practitioners on-board. Saniel & De los

participant also engaged in a sexual Reyes (2010) suggested that HIV

activity that put him in a situation prevention messages may be made in

wherein he is in doubt if he will the broader context of public health that

 88

honestly tell his wife what happened targets the unmarried and young

or should he keep it as a secret. One seafarers. The HIV module during

(1) participant experienced sexual predeparture needs to be reviewed for

abuse from a higher-ranking officer. the seafarers’ knowledge of HIV

He did not raise his concern to the transmission and prevention to

management due to the fear of losing improve. The use of condoms during

job. high-risk sexual encounters may be

emphasized.

Two (2) participants encountered Providing a more flexible training and

problems that relates to their work. development procedures for seafarers

by imparting technical skills other than

the usual activities or knowledge

existing to every talent should be

upgraded or improved in order to

address complex or problematic

situations while onboard. In this light,

Jimenez (2016) suggested proper

monitoring and control be carried out for

the reduction of heavy workload

onboard; elimination of factors that

hampers open-door communication

with superior; random and surprise

audit to check and monitor the physical

environment of seafarers onboard be

 89

done to observe actual conditions

onboard; implementation of crew line up

schedules and scheduled planning

ahead of time; reviewing qualifications

and salary wage scale based on

collective bargaining agreement should

be taken into consideration.

 90

CURRICULUM VITAE
91
 92

CURRICULUM VITAE

CADS, JOHN LAURENCE F.

Purok 1b Real St.
Longos, Kalayaan Laguna
09636433865
johnlaurence.cads@lspu.edu.ph

I: Personal Information

Age: 21 Birthplace: Sta,

Cruz,Laguna
Height: 5’8 Birthdate: February 9,
2001
Weight: 68 kg. Religion: Aglipay
Name of Mother: Melinda F. Cads Sex: Male
Name of Father: Jayson F. Cads
Nationality: Filipino

II. Educational Attainment

Tertiary: Laguna State Polytechnic University- Siniloan Campus

Siniloan, Laguna
Bachelor of Science in Hospitality Management
S.Y. 2019 - Present

Senior High School: AVM Foundation

Pagsanjan, Laguna
S.Y. 2016 – 2018

Junior High School: Poten Eliseo M. Quesada Memorial National High School
Paete, Laguna
S.Y. 2012 - 2016

Primary: Victor O. De Guia Memorial Elementary School

Balian, Pangil Laguna
S.Y. 2005-2012

______________________________________________________________
_____
III. Special Skills
● Consistent
● Cheerful
● Organized
● Sweet
 93

___________________________________________________________________
IV. Awards and Citations
● Best in Immersion
S.Y. 2016 – 2018

V. Seminars/Training Attended

● “PERSONALITY DEVELOPMENT” AND “MACRO PERSPECTIVE OF

TOURISM & HOSPITALITY”
6th day of November 2019
Conrad Hotel Manila, Pasay City, Philippines

● “RISK MANAGEMENT APPLIED FOR SAFETY & SANITATION”

6th day of November 2019
Vikings Luxury Buffet, SM BF Paranaque City

VI: References:

● Mr. Anton Niegas

College of Hospitality Management and Tourism Instructor
Laguna State Polytechnic University-Siniloan Campus
Siniloan, Laguna

I hereby certified that the above mentioned statement is true and correct to the
best of my knowledge and belief.

__________________________
CADS, JOHN LAURENCE F.
 94

CURRICULUM VITAE
CAJANO, CRIZTELLE ANGELA C.
664 Gladiola St , Brgy. I. Mendiola
Don Felipe Subdivision
Siniloan, Laguna

09512973982
cacajano22@gmail.com

___________________________________________________________________

I: Personal Information

Age: 21 Birthplace: Kalayaan, Laguna

Height: 5’5 Birthdate: September 2, 2000
Weight: 63 kg. Religion: Iglesia Ni Cristo
Name of Mother: Aurea C. Cajano Sex: Female
Name of Father: Castor D. Cajano
Nationality: Filipino

II. Educational Attainment

Tertiary: Laguna State Polytechnic University- Siniloan Campus

Siniloan, Laguna
Bachelor of Science in Hospitality Management
S.Y. 2019 - Present

Senior High School: Laguna State Polytechnic University- Siniloan Campus

2017-2019 Siniloan, Laguna

Junior High School: Siniloan Integrated National High School

2013-2017 - Siniloan, Laguna

Primary: • Siniloan Elementary School

2007-2013 - Siniloan, Laguna

___________________________________________________________________
III. Special Skills
● Persevere
● Hardworking and fast learner

● Responsible
● Diligent
 95

___________________________________________________________________
IV. Awards and Citations
● Best in Immersion 2017 – 2019
V. Seminars/Training Attended

● “PERSONALITY DEVELOPMENT” AND “MACRO PERSPECTIVE OF

TOURISM & HOSPITALITY”
6th day of November 2019
Conrad Hotel Manila, Pasay City, Philippines

● “RISK MANAGEMENT APPLIED FOR SAFETY & SANITATION”

6th day of November 2019
Vikings Luxury Buffet, SM BF Paranaque City

VI: References:

● Mr. Anton Niegas

College of Hospitality Management and Tourism Instructor
Laguna State Polytechnic University-Siniloan Campus
Siniloan, Laguna

I hereby certified that the above mentioned statement is true and correct to the best of
my knowledge and belief.

______________________
CAJANO, CRIZTELLEANGELA C.
 96

CURRICULUM VITAE

Alcalde, Juan Carlos L.

V.rarela ST. Brgy.burgos
Pakil, Laguna
09429616389
jalcalde58@yahoo.com

___________________________________________________________________

I: Personal Information

Age: 21 Birthplace: Mandaluyong city,

METRO MANILA
Height: 6'1 Birthdate: April 24.2001
Weight: 102 kg Religion: Roman Catholic
Name of Mother: Juan Miguel D. Alcalde Sex: Male
Name of Father: Evangeline L. Alcalde
Nationality: Filipino

II. Educational Attainment

Tertiary: Laguna State Polytechnic University- Siniloan Campus

Siniloan, Laguna
Bachelor of Science in Hospitality Management
S.Y. 2019 - Present

Senior High School: Liceo De Pakil

Pakil, Laguna
S.Y. 2016 – 2018

Junior High School: Arellano university

Pasay City, Metro Manila
S.Y. 2012-2015

Primary: Kalayaan Elementary school

Kalayaan village, pasay City
S.Y. 2005-2012
___________________________________________________________________
III. Special Skills
● compreshive
● Quick learner
● Organized
● computer knowledge
● communication
 97

IV. Awards and Citations

● Best in Sales
2017

V. Seminars/Training Attended

● “PERSONALITY DEVELOPMENT” AND “MACRO PERSPECTIVE

OF TOURISM & HOSPITALITY”
6th day of November 2019
Conrad Hotel Manila, Pasay City, Philippines

● “RISK MANAGEMENT APPLIED FOR SAFETY & SANITATION”

6th day of November 2019
Vikings Luxury Buffet, SM BF Paranaque City

VI: References:

● Mr. Anton Niegas

College of Hospitality Management and Tourism Instructor
Laguna State Polytechnic University-Siniloan Campus
Siniloan, Laguna

I hereby certified that the above mentioned statement is true and correct to the
best of my knowledge and belief.
__________________________
ALCALDE, JUAN CARLOS L.
98