Management of Conflicts in Pentecostal and Charismatic Churches within the Cape Coast Metropolis of Ghana
- August 19, 2021
- Posted by: rsispostadmin
- Categories: IJRISS, Social Science
International Journal of Research and Innovation in Social Science (IJRISS) | Volume V, Issue VII, July 2021 | ISSN 2454–6186
Anthony Amissah Christian
PhD Scholar, Christian Leadership University/Abundant Life Ministerial Institute, Accra-Ghana
Abstract: This study sought to explore the management of conflicts in Pentecostal and Charismatic Churches within the Cape Coast Metropolis of Ghana. 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 that the conflict management strategies adopted by Pentecostal and Charismatic Churches operating within the Cape Coast Metropolis were prayer alone, prayer and fasting, compromise, collaboration, arbitration, and avoidance or separation. The investigator concluded that elders, pastors and members of Pentecostal and Charismatic Churches within the Cape Coast Metropolis used a number of strategies to manage conflicts that occur amongst them. It is recommended that Pentecostal and Charismatic church elders should organise seminars to educate church members and pastors on the management conflicts. These seminars should be initiated by the church headquarters at least every quarter of the year.
Keywords: Conflict Resolution; Christianity; Sub-Saharan Africa
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 that 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 help managers/leaders confront realities and create new solutions to tough problems. When 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, people become more united and committed. Conflict also creates a channel to form and express people’s needs, opinions and positions. Through
