« RODHAM CLINTON’S SPEECH: A CHALLENGE TO NIGERIA AND THE CIVIL SOCIETY ORGANIZATIONS | Home | MUAMMAR ABU MINYAR al-GADDAFI AND DAVID MARK’S MAD MAN COMMENT »
Conflict Resolution in Religious Organizations, being lecture delivered by Ogbeifun Louis Brown on December 25th 2009 at the Pastoral Centre, Agbarho delta State Nigeria during the End of year In-gathering Seminar organized by the Divine Encounter Renewal Fellowship, Warri.
By Louis Brown Ogbeifun | March 12, 2010
“Do not react to primary instincts. Reactive actions destroy relationships. Respond to issues thoughtfully.” -Ogbeifun
Let me thank the organizers of this in-gathering for inviting me to talk on the theme “Conflict Resolution in Religious Organizations”. The theme is well chosen and timely too. In our country, there are inter and intra religious conflicts. The latest was the one that occurred in Jos where people lost their loved ones and lives. No one is too sure, if the last has been heard of such ugly development.
(Ogbeifun: 2008) “Most conflicts arise from ego trips and needs” The effective administrator responds to conflicts thoughtfully rather than react to conflicts intuitively, impulsively and immediately. When you react thoughtfully, you improve your projection, your power, your charisma and your strength. When you react impulsively, you destroy the essence of relationship”.
CONFLICT:
The Oxford dictionary defines conflict as: State of opposition, fight, struggle, clashing of opposed interests, incompatible. It has a Latin origin, fligo flict - strike. (Coser 1956:8). Defines it as “a struggle over values and claims to scarce status, power and resources in which the aims of the opponents are to neutralize, injure, or eliminate their rivals” Conflict is a natural phenomenon. It cannot be totally eliminated from any society. Conflict is inevitable and inherent part of human life (1 Cor. 12). Conflict cannot be said to be good or bad. What matters is the mode of settlement of any given conflict. For conflict to be successfully resolved to the satisfaction of disputants, the method deployed focus on settling the problems and address the opposing interests
Religion
It is a belief system that involves the worship of a single or multiple deities. Each religion has its ethical values and ways of life. Religion teaches morals, shapes the lives of followers, uses guidelines and books of faith and gives hope. It is supposed to be the vehicle that drives the behaviour of followers towards each other.
Christianity
Christianity is rooted in Abrahamic religion. It has gone through several transformations. It believes in God, Jesus Christ, and the Holy Spirit. Some areas of disagreement include paradise on earth, trinity, the role(s) of the Holy spirit in the affairs of adherents, my father’s house, life after death, Armageddon, rapture etc. It appreciates the beginning of human existence in the proclamation of God in Genesis and the hope for a future reward if followers revere the Creator and obeys the commandments of God. It abhors sins like adultery, fornication, worshipping of other gods etc. It is made up of Conservatives and the Liberals.
Islam
Islam believes in the worship of God, called Allah. It believe in the prophets and angels. It firmly believes that Muhammad is the latest prophet and it is founded on the five Pillars, the Qur’an, the Hadith, and the fatwas and the Sharia as a guide for all Muslim life.
Judaism
It is founded on the covenant relationship between God and a chosen nation (Jewish people) and the oldest of the Abrahamic religions, Judaism has gone through several stages of transformations and sometimes destructive revolutions. Other forms of religion include: Unitarianism, Zoroastrianism, Buddhism, Hinduism- Kharmic orientation. What goes around comes around, Atheism-discourage pple form believing in supernatural beings or scriptures that rule life, Paganism-combination of tradition and Christian beliefs, Bahai, Candomble, Jainism, Jehovah’s witnesses, Rastafari, Mormons etc.
Causes of religious conflicts in religious organizations
1. Leadership styles
2. Lack of transparency and accountability in governance
3. Financial matters
4. Immorality
5. Views of adherentsv Poverty
6. Illiteracy
7. Competition
8. Politicization of religions Management of diversity.
9. Intolerance
10. Hatred
11. New ideas
12. Changev Lack of vision and mission statements
13. Limited knowledge
14. Fundamentalism
Types of religious conflicts
- Intra-personal religious conflict
- Inter-personal religious conflict
- Intra-religious conflict
- Inter-religious conflict
Intra-personal religious conflict
Causes of intra-personal religious conflicts include, imbibing wrong teachings, personal challenges limited knowledge, greed, false life style, guilt trip and bitterness.
Inter-personal religious conflict
Causes on intra personal religious conflicts include, affiliations, peer group influence, stiff competition for offices, envy, jealousy, pettiness, distrust, blame, anger and bitterness.
Intra-denominational conflict
This is a behemoth that is destroying religious organizations in Nigeria. For instance, divisions along ethnicity and factions due to the struggles for power and control of the finances have led to breaking away of several factions from the main bodies. The cause of this type of conflict include, competition, Complex religious rites, inadequate doctrinal knowledge, envy, jealousy, bad governance, lack of accountability, false doctrine, leadership crisis, financial crisis, greed, selfishness, distrust, blame games, anger, bitterness and ego
Inter-denominational conflict
The causes of inter-denominational conflicts include: False doctrine, ineffective leadership, selfishness, disrespect for others, Ego, pride, blame, anger, bitterness, lack of knowledgepoliticization, hatred and Intolerance.
Ways of resolving conflict (the human approach):
- Flight
- Fight (gossip, slander, recruit sympathizers, we vs them, assault and assassination)
- Vengeance
- Traditional Approaches focus on the cultivation of an attitude of patient negotiation, seeking mutual understanding, tolerance and accommodation (Leader in courts, Use groups and associations)
- Litigation
- Alternate Dispute Resolution methods
Ways of resolving conflict (the Lord’s ways):
The complete book of everyday Christianity offers very vital and effective conflict resolution strategies. Some of them are include:
- Look unto God, deemphasize the conflictual situation and show compassion to your enemies; (1 Peter 3:13-15; Luke 6:27-39).
- Different methods, styles, times and places (1 Samuel 25:26-35; Esther 7:1-6; Proverbs 6:1-5; Acts 16:22-24; Acts 22:22-23, 29).
- Forgiveness
- Communication should be in line with God’s ways (Ephesians 4:29-32).
- Use conflict to get closer to God, seek his wisdom, might and love (1 Cor. 10:31-33). I did wrong; I shall strive not to do this again.
- Identify and accept your responsibility to the conflictual state (Matthew 7:5). I know I caused you some hurt please……
The Use of Alternate Dispute Resolution (ADR)
(Ogbeifun: 2008) “ADR is an acronym for alternative dispute Resolution. This process uses some methods in arriving at decisions to assist parties in a dispute to a mutually agreed resolution. The final decisions in some of these processes are binding while others are not. These methods include but not restricted to preventive, negotiated, facilitated, advisory, fact finding and imposed”
Almost all the ADR mechanisms are in use but most religious organizations hardly use Mediation, which to me is safe, friendly and effective.Mediation can be said to have three major areas. These are:
Self Mediation
This approach encourages one of the parties or disputants to make the first move when in disagreement with another (Matthew 5:24; “leave your sacrifice there beside the alter. Go and be reconciled to that person then come and offer your sacrifice”.
Managerial Mediation
It is a tool used by leaders to settle issues constructive confrontation Jesus engaged people in a constructive manner to confess their sins and went further to assist them to reach an understanding of how to resolve their own conflicts by (John 8:1-11, Matthew 18:15)
Formal third party neutral mediation
If self and managerial mediation fail, then proceed to take any of the following two steps:
- Involve a few number of the church (Matthew 18:16 that will serve as advisers or counsellors to both disputants in other to restore damaged relationships (Phil. 4:3).
- Report the dispute to the church (Matthew 18:17).
Ways to prevent conflict
- Early intervention
- Honest and effective leadership
- Good governance
- Acknowledge and see God in all your actions or and in what you say
- Be gracious in speech, attitude and character (Col 4:6)
- Respect for everyone that comes your wayv Respect for the opinions of othersv Speak only edifying words (Eph 4:29)
- Be truthful in every sense (Eph 4:15)
- Do not associate with slander or gossip (Prov. 20:19)
- Mutual respect and dependence.
- Provide opportunity for dialogue.
- Bring needs and interests to the fore.
- Group cohesion.
- Mentoring and coaching Christians to grow like Christ ((2 Cor. 12:7-10).
- Provide opportunities to vent pent up feelings.
- Release tension
Effects of unresolved conflicts
- Health costs
- Destructive tendencies
- Divisions
- Decreased productivity
- High turnover of members
- Loss of goodwill
- Retrogression
Summary
Conflict in religious organizations is inevitable because we are different in several ways. We were created into an adversarial world. We have a lot of imperfections as human beings, different background, orientation, knowledge and perception. Conflict helps us not to take others for a rideand therefore makes us stand on our toes. Doing nothing about conflict destroys the fabric of religious organizations.
Conclusion
Unresolved conflicts are tearing churches into shreds. Religious leaders should provide effective leadership to those who look unto them for direction. Many religious organizations are in court over properties and leadership crises. Litigation is adversarial and cannot resolve religious crisis but mediation can. It is the use of a proactive strategy of nipping conflicts in the bud and the preaching of the truth after His words that can assist you to reduce the level of conflicts in religious organizations. Other measures Include: the genuine use of division of labour, putting in place conflict resolution and disciplinary committees, good governance and respect for the body of Christ.
(Ogbeifun: 2009) What you are confronted with in the secular world today are ethical crisis and a debased value system. You cannot hold religious organizations responsible for these. They are not the problems. The choices you make as an individual, the interpretations you give to spiritual instructions and the decisions you finally take outside the will of God for man are responsible for the conflicts in religious institutions.
Thank you for listening and I wish you a very successful in-gathering.
References
http://www.soupornuts.com/twenty-traits-of-successful-people/
http://ezinearticles.com/?Top-3-Values-That-You-Must-Have-If-You-Want-to-Be-Successful&id=1410182
http://www.icbs.com/Kb/inspiration/kb_top-10-traits-of-highly-successful-people.htm
http://www.positivityblog.com/index.php/2007/03/21/why-some-people-almost-always-are-successful/
http://www.urbana.org/complete-book-of-everyday-christianity/conflict-resolution
http://www.scu.edu/ethics/practicing/decision/rights.htmlhttp://www.accenture.com/Global/About_Accenture/Company_Overview/OurCoreValues.htmhttp://www.louisbrownogbeifun.com
Topics: Uncategorized |
March 17th, 2010 at 7:43 pm
Admin, I can not register can I just do not do something?
March 18th, 2010 at 2:58 am
I read a few topics. I respect your work and added blog to favorites.
March 18th, 2010 at 10:04 am
thank!
March 19th, 2010 at 9:23 am
I noticed some bloggers love to provoke readers, some even own provocative comments left by themselves on the blog
March 19th, 2010 at 10:58 am
But I can not really understand how frequently do you update your blog
March 21st, 2010 at 7:59 am
but the question for possible? Do you have time after the post specified / Senks. It is interesting and generally useful in your blog / By the way, the radio program was about it. I do not remember, though only for a wave …
March 21st, 2010 at 1:02 pm
Somewhere I have seen … And if on that thanks
March 21st, 2010 at 1:44 pm
And I’m sure to sign up for this blog!
March 21st, 2010 at 3:06 pm
It has long been looking for this information, spasibo. / This is interesting and informative and so I would love to go further with this topic
April 6th, 2010 at 2:12 pm
There is so much written comments to me. It remains only to join
April 9th, 2010 at 1:38 am
ням-ням…
“Do not react to primary instincts. Reactive actions destroy relationships. Respond to issues thoughtfully…..
April 21st, 2010 at 2:50 am
Pretty nice post. I just stumbled upon your blog and wanted to say that I have really enjoyed browsing your blog posts. In any case I’ll be subscribing to your feed and I hope you write again soon!
June 8th, 2010 at 6:53 am
Keep posting stuff like this i really like it
June 17th, 2010 at 9:53 am
Terrific work! This is the type of information that should be shared around the web. Shame on the search engines for not positioning this post higher!
July 22nd, 2010 at 7:00 am
I wish I could write like you as Margaret Laurence once said “When I say “work” I only mean writing. Everything else is just odd jobs.”
September 4th, 2010 at 8:59 pm
This great summary assited me a lot! Saved your blog, extremely interesting topics everywhere that I read here! I appreciate the info, thanks.
September 5th, 2010 at 8:31 pm
The informative summary encouraged me a lot! Bookmarked your site, extremely interesting topics everywhere that I read here! I really appreciate the information, thanks.