Pastor
Rene Bajalan
The early Baptist Church way back in 1976 started its bible studies, which later expanded to prayer meetings and fellowships, without the assistance from a church pastor. To support the ministry of the growing church, the officers and members decided to extend invitations from pastors. However, although pastors accepted the invitation to work for the church, they did not last long in the service because of some conflicts arising between the minister and the congregation. In the presence of a potential or actual conflict, the church needs to approach it in a most subtle way that would encourage the concerned members or erring pastors to accept reconciliation and not resignation. Once conflict is resolved, the church needs to focus its efforts in building a lasting friendship and fellowship between and among the ministers and the baptized members.
Based
on the current scenario of the barangay church, the following are some
suggestions or recommendations which I believe can be pursued to respond to the
problems experienced by the church. These
recommendations are some of the identified action areas that may be adopted by
the local church to address its common concerns since its inception in 1976 up
to the present.
Ø
Revisit the procedure for hiring
church pastors
Ø
Formulate A
"User-Friendly" Process of Conflict Resolution
1.
Revisit the procedure for hiring church pastors
Inviting a
church pastor to work for the church is not just as simple as anyone thinks.
A process needs to be observed in order for the church to have the
complete and accurate information before making a decision.
What could happen really at the local church is that an officer or a
member nominates somebody (a pastor) to work full-time for the church.
That somebody may be a relative or a close friend or someone who had a
pleasant past acquaintance with the nominee.
The "padrino" system of the so-called Filipino values can be
clearly observed here. If the
nominee has the louder voice among the members, then much of the decision is
made by one person and merely seconded by the inferior members.
Thus, a church pastor, who may not have the leadership traits or less
experience on the field, is accepted. This
decision is made at the expense of the church, and as such, conflicts would tend
to surface. There is then a need to
revisit and even modernize the procedure for hiring church pastor.
Below are some steps which can be followed for the church to gain the
right information that could help in making a decision to hire a church pastor.
1.1
Conduct of Situational analysis
An
analysis of the present need of the church would be important to determine
whether a church pastor is needed or not. The
analysis is undertaken to have a comprehensive knowledge of the present status
of the church. This is important
for the church to agree whether a church pastor is needed to accomplish the job
at the right place and at the right time, or the whether the capability of the
officers and members can compensate for it.
1.2
People's Expectations
If
the result of the analysis reveals the need to call in a pastor, then the church
should have a consensus on their expectations.
It is important to learn the expectations of the congregation to a pastor
before accepting anyone to start working. One
reason why conflict arises is because the expectations of the people fell short
of their standards. People expect a
different, higher experience in the church where love is extolled as the
greatest virtue. Jesus' words to His disciples are well-known: "By this all
will know that you are My disciples, if you have love for one another"
(John 13:35)
1.3
Referral System
Referrals
are more objective in searching for applicants.
This gives a sense of belongingness since the pastor being referred to is
someone who has a proven background, demonstrated good judgment and reasoning,
and spiritually mature, as witnessed by the referrer.
1.4
Background investigation
Investigating
the life and vocation of the applicant-pastor may provide a thorough
understanding of the pastor's personality and traits.
This is not merely a surface acquaintance with the pastor but an in-depth
knowledge of who the pastor really is.
1.5
Prayer
Prayer
is important to seek counsel from God. God
pours out his wisdom and grace to people who asks for it in prayer. To make a
sound decision, it is important that a special prayer should be offered to God
to discern God's will for the church.
1.6
Acceptance
Upon
God's will, the church then accepts the church pastor.
Acceptance is not merely based on the pastor's capability to lead and
pastor the church, but covers his entire personality, to include the pastor's
limitations.
2.
Formulate A "User-Friendly" Process of Conflict Resolution
Congregational
conflicts, when left unchecked, can have huge detrimental effects on church life
and ministry. It is surprising to
note that most churches are not prepared to deal with in-house disputes. According to Kenneth Newberger in his article
"Theological foundations for resolving church conflict", The believers
expect that agreement will always mark their relationships. Consequently, disputes are poorly handled and congregations
often suffer "preventable tears in their social fabric."
This approach first addresses the need for members to make expectations
more realistic based on a fuller understanding of Biblical theology.
It is also important to closely monitor the people's perception when a
member turns sour or becomes an antagonist.
There is a tendency to "mischaracterize one's opponent as
particularly debased, flawed, or unspiritual in comparison to others or
oneself." This is shown to be theologically unsound and toxic to the
whole church. It also demonstrates
why congregations need to establish a pre-defined and "user-friendly"
process for dealing with conflict before it bursts into the scene.
Kenneth
C. Newberger suggests the following steps needed to formulate a
"User-friendly" process of conflict resolution:
2.1
Making Expectations More Realistic
Almost
all churches experience conflict between and among the pastors and members.
What then can be done to address the problem many churches have in
dealing conflicts? The first thing
that needs to be done is to change people's minds in terms of what they should
expect to find in the church. In
order to reorient the mindset of the people at large, a continues education or
seminar on organizational management with team building sessions should be
conducted. However, to make an impact on churches, the rationale behind
the effort must "first be derived from the Scriptures."
Paul advised the church to "make every effort to keep the unity of
the Spirit through the bond of peace." (Ephesians 4:3.).
2.2
Refer to Biblical Theology
In
all churches, the message that should be emphasized to its members is that
conflict is "a natural outgrowth of the human inclination to be
self-centered." This truth
obviously transcends all races, all cultures, and all peoples.
This accords well with the Scriptures that teach "there is not a
righteous man on earth who continually does good and who never sins"
(Ecclesiastes 7:20). However,
becoming reconciled with God does not change our underlying nature. The phrase "sinners saved by grace" recognizes that
all human beings are sinners. Very
few imagine that a person's new commitment to God eradicates self-centered,
conflict-producing thought and behaviors.
2.3
Refer to Theological Foundation
As
a human being, there is a tendency for everyone to portray somebody as human
while the opponent as subhuman" (Volkan).
The term for this action is called "pseudospeciation". For instance, a U.S. government official made the following
statement about another elected official with whom he was in conflict.
Speaking to the press he said, "Let's get this straight.
We're dealing with a subhuman species here - this is not a human being
we're dealing with" (Wilmot & Hocker).
Such labeling does not help solve the conflict but puts more fire into
it. It only creates a more
entrenched enemy. Such a direct
attack on either person is very common in the midst of interpersonal strife.
Nevertheless, it cannot be allowed to stand, especially in the church.
The Scriptures teach that God "made from one blood every nation of men to
dwell on all the face of the earth." (Acts 17:26).
At times of conflict, the persons involved have the tendency of rating
each other as merely a "second-rate".
The Scriptures couldn't be more explicit regarding our moral
deficiencies, "for there is no difference, for all have sinned and fall
short of the glory of God." (Romans 3:22-23).
2.4
Keep the Proper Perspective
Wilmot
and Hocker expressed that "transforming a conflict depends on perceptual
and/or conceptual change in one or more of the parties.
Perception is at the core of all conflict analysis."
It is important to keep a proper perspective about the matters at hand so
that conflict will not escalate. A
person who is being criticized or under attack will become defensive and will
resist whatever happens. He will
cease to listen or he will strike back with an attack against the opponent.
When this personal insult takes place among Christians, it poisons the
social atmosphere of the church. Inevitably,
as the criticized person seeks to defend himself, the conflict will plummet to
vast proportions.
For
the case of the barangay church, the most appropriate and best action to adopt
is the Formulation of a "User-Friendly" Process to Resolve existing
conflicts in the Church. While it
cannot be denied that pastors may not always be a symbol of perfection in terms
of maturity and skills, there would come a point of one's life that mistakes are
committed. Scriptures emphasized
that in the last days Satan will deceive people "even the very elect!"
Church pastors are not vulnerable to temptations.
Like an ordinary member, a pastor may sometimes be frail on delicate
matters that would easily become a cause of conflict among fellow members.
Conflicts and arguments usually happens and no one is exempted from it. Thus, in any case when conflict prevails, what the church
would need at that instant is to adopt sincerely the process to resolve the
conflict.
When
diverse people from every age group, race, ethnic group, income bracket and
background come together to become part of one body, factions tend to exist.
These factions are small groups being developed based on the common likes
or dislikes of the group members. When
this happens, the church unknowingly starts to cultivate a "split"
among the members. When these
factions begin to interact with others, there will be a possibility of strife,
an organizational conflict will most likely be occurred. This is affirmed by Paul through his message to the
Corinthian church which was composed of people with strong pagan background
which states "I fear that there may be quarrelling, jealousy, outbursts of
anger, factions, slander, gossip, arrogance and disorder." (2 Corinthians
12:21). Although it is clear that friction among Christians, as with other
groups, is normal and should be expected, God's people should in no way diminish
the goal of love. "Love your
enemies, as you love yourself", sometimes may be treated as ironic for the
part of the Christians because it would be easy to love an "enemy"
than to reconcile with a fellow believer. But through the power of the Holy
Spirit and the grace from the Lord, all these can be overcome. If we lack the
physical strength to overcome this obstacle, but with Christ, "I can do all
things through Him who gives me strength!" (Philippians 4:13).
When the "user-friendly" process of conflict resolution will be
implemented within a congregation, interpersonal and organizational disputes
will have an excellent change to be transformed into golden opportunities for
individuals to maintain friendship and fellowship.
Personal relationships and the community life of the church will be
enhanced. Peace will be preserved and will be sustained for the
barangay church.
Sources:
Newberger,
K.C. (2002). Theological Foundations for Resolving Church Conflict.Dallas, USA.
Volkan,
V. (1997). Bloodlines:From Ethnic Pride to Ethnic Terrorism. New York, New
York:Farrar, Straus, Giroux
Wilmot,
W.W. & Hocker, J.L. (2001). Interpersonal Conflict (6th ed.). New York,
NY:McGraw-Hill Higher Education
Holy
Bible. King James Version.