Differences in Conflicts Management Strategies between Pentecostal and Charismatic Churches within the Cape Coast Metropolis

International Journal of Research and Innovation in Social Science (IJRISS) | Volume V, Issue VII, July 2021 | ISSN 2454–6186

Differences in Conflicts Management Strategies between Pentecostal and Charismatic Churches within the Cape Coast Metropolis

Anthony Amissah Christian
PhD Scholar, Christian Leadership University/Abundant Life Ministerial Institute, Accra-Ghana

Abstract: This study sought to ascertain the differences in conflict management strategies between Pentecostal and Charismatic Churches within the Cape Coast Metropolis. Responses from 128 church members, including pastors and elders in 16 Pentecostal and Charismatic Churches within the Cape Coast Metropolis were analysed. Questionnaires were applied. Research approach was quantitative, research design was descriptive. Frequencies and percentages were used to analyse the data. The investigator found no significant difference in conflict management strategies between Pentecostal and Charismatic Churches within the Cape Coast Metropolis. The researcher concluded that conflict management strategies employed by Pentecostal and Charismatic Churches within the Cape Coast Metropolis are similar. However, both denominations are deficient and need to be adequately equipped in dealing with conflict. It is recommended that Pentecostal and Charismatic churches leaders should learn to share their experiences and conflict resolution mechanisms with each other so that important lessons can be learnt for the future well-being of their churches and church members, as a whole.

Keywords: Conflicts, Conflict Management Strategies, Churches, Pentecostal, Charismatic

I. INTRODUCTION

Background to the study

Conflict is the struggle or contest between people with opposing needs, ideas, beliefs, values, or goals (Thakore, 2016). As long as people compete for jobs, security, power, recognition, and resources; conflicts are bound to occur (Alshuwairekh, 2017). This declaration is expatiated by the conflict theory. The theory argues that conflict is built into the particular ways societies are structured and organized. The theory looks at social problems like political and economic exclusion, injustice, poverty, disease, exploitation and inequality as sources of conflict (Ikyase&Olisah, 2014).
Conflicts have benefits. For instance, conflict helps managers/leaders confront realities and create new solutions to tough problems. When a conflict is well-managed, it breathes life and energy into people’s relationships and makes people more productive (Deng & Koch, 2017). Conflict is also necessary for true involvement, empowerment and democracy. It allows people to voice their concerns and opinions and create solutions responsive to several points of view. The result is, they become more united and committed. Conflict also creates a channel to form and express people’s

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