The purpose of
this study was to comparatively assess the underlying factors affecting
leadership succession in Watoto and Mbuya Pentecostal Churches in Ibadan Nigeria.
The study was guided by the objective of investigating the challenges in
leadership succession failure, the consequences of poor succession, the best
practices in leadership succession and to examine possible solutions to the
hindering factors in leadership succession. The study sought to answer three
questions; (i) why leadership succession was still a challenge in established
Pentecostal churches? (ii) What are the best consequences of poor succession?
(iii)What were the best practices that could foster a smooth transfer of
leadership positions? (iv)What were the possible solutions to end the present
failure in this situation? The research was conducted using both quantitative
and qualitative approaches using descriptive survey and correlation as research
design. Data was collected using Questionnaires and Interviews targeting
Pastors, church Leaders and believers as respondents from a population of 192
in both Watoto and Mbuya Pentecostal churches. Data was analyzed using Social
Package for social science (SPSS) software (version 16) where conclusions were
drawn from the tables of the packages. The findings brought about the following
conclusions: the act of incumbent leaders to serve their own interests or seek
their personal gains was not different from that of the Pastors and elders of
the Pentecostal Churches investigated. Poor succession brought about emotional
discord and attachment of these leaders to the position, best practices were
not sufficient to make incumbent leaders allow effective leadership transition.
The findings conclude that leadership succession was possible when the incumbent
leaders were willing to retire and create room for the others to take over. The
researcher made the following recommendations; lasting solution to leadership
succession failures, should have a culture that encourages leadership character
development, leaders should adopt ‘doing the talk’ by practicing what they
preach, coaches and mentors should lay emphasis on the relevance of these
attributes and encourage their followers to get involved. This investigation
did not involve the whole church, but only the leaders in order to address the
human disposition transformational theory that helps incumbent leaders
favorably disposed towards the organization thereby making them willing to
cooperate and enhance effective leadership succession.
TABLE OF CONTENTS
CHAPTER ONE
INTRODUCTION
Statement
of the Research Problem
Objectives of the study
Purpose of the Study
Objectives of the Study
Research
Questions
The
Justification of the study
Significance
of Study
The
Scope of the Study
The
Limitations of the Study
CHAPTER TWO
LITERATURE REVIEW
Failure
of Leadership Succession
Challenges of Leadership Succession in
Churches
Challenges of Leadership Succession in
Established Pentecostal Churches
Best
Practices In Leadership Succession
Old Testament Leadership Succession
Leadership Succession in the New Testament
Hereditary Model of
Leadership Succession
Solutions
to Leadership Succession
Solutions to Leadership Succession in
Pentecostal Churches
Theoretical
Framework and Conceptual Framework
Theoretical Framework
Conceptual
Framework
A
synthesis of Research Gaps
CHAPTER THREE
Research
Design
Target
Population
Sampling
Size and Sampling Techniques
Data
collection
Data
Collection Procedures
Data
Analysis
Ethical
Considerations
CHAPTER FOUR
RESULTS AND DISCUSSION
Quantitative
Data presentation
Interpretation
of Findings and Discussion
Summary
of Qualitative Interviews
Summary
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND
RECOMMENDATION
Summary
of Findings
Implications
Conclusions
Recommendation
Areas
for further Studies
REFERENCES
QUESTIONNAIRE
RESEARCH
INTERVIEW GUIDE FOR COLLECTING DATA
CHAPTER
ONE
INTRODUCTION
This chapter
presents the background of the study, the statement of the problem, purpose of
the study, research objectives, research questions, limitations, scope of
study, justification and the significance of the study.
Background of
Study
The world recently
experienced a peaceful transfer of power from the Obama administration to Trump
as the new President of USA as it was reported by Daily Nation (January
21, 2017). Earlier on in Nigeria, the
Archbishop of the Church of Nigeria, His Grace Rt Rev.
Henry Luke Orombi had opted for an early
retirement before his term of office had expired.
Although the nation greeted this
event with mixed reactions, the New Vision Paper (January 12, 2012) stated that
Orombi had been a significant leader and speaker internationally, providing
encouragement for the emergence of the Global South churches as leaders for
biblical faithfulness within the worldwide Anglican Communion and
interdenominational.
Leadership
succession is both a process and an event Appiah (2015). Currently in Nigeria
the media is awash with the succession enigma in the present ruling government.
This is not an isolated case since the Zimbabwean people seem to be stuck with
the replacement of their 93-yearold president. Amidst all these, Ghana set an
example that leadership could be transferred easily and freely to the next lot
of leaders. Ironically, it took the stern and military threat of the ECOWAS
countries to push the former president of Gambia out of the presidential seat!
Regardless of where
you turn to, whether to secular or religious leadership there seems to be a
problem of succession. Muna (2016) noted that while Africa as a region had
experienced 180 leadership transitions since 1960, only eight established
rulers ever retired from top office in Africa. This leadership phenomenon in
the political landscape is no different from the challenges faced in the church
arena of leadership succession. Even
though the Watoto church and the Mbuya Pentecostal churches have been in
existence for over 20 years, experience the challenges faced as a results of
leadership succession requires a lot of improvement. Comparing the Watoto
churches successful transition with the Mbuya Pentecostal church that and the
impact it brings is what the researcher seeks to assess.
As research by Awojobi (2011) indicates,
leadership succession conflict has been an age long challenge to humanity. From
biblical records it started between God and Satan (Isaiah 14:12-
14). Satan wanted to topple God’s administration in heaven.
In the time of Jesus his disciples had a conflict on who was to be the leader
among them after Jesus left them (Luke 9:46-48). The mother of James and John
came to plead with Jesus to allow her two sons to be at his right and left
sides in his kingdom. This suggests a desire to be above other disciples, and
unless Jesus had intervened by stating the cost of leadership, the conflict
would not have ended.
In the history of
Christianity, leadership succession has been a key component in preaching the
gospel. Jesus is an excellent example of a good leader who prepared his
disciples for succession Ikenye (2010) explicitly states that Jesus is the
model of a good leader as seen in the gospels. In thinking of the New Testament
leadership style, the model of our Lord Jesus Christ is the model example which
is to be emulated by every Christian leader.
Leadership Succession
Cantar (2005) asserts that succession
planning cannot take place in a vacuum. Succession still remains a problem in
Africa. The planning process has to involve not only the leaders but the
followers. The process includes identifying an individual with the right qualifications,
transitioning the incumbent’s position to the successor, deciding how to
organize the leadership transition ensuring effective communication, and a
collaborative relationship existing between the incumbent and successor (Dyck
et al., 2012). According to Rapp (2005), one way to ensure a successful
succession planning transition is to build a culture of strong leadership
whereby employees show effective leadership at all levels. Kagai (2015) backs
this statement by adding that strengthening leadership capacity throughout the
organization can enable a highly successful transition by reducing dependency
on a single individual, such as a certain senior leader or key person.
The Pentecostal Churches
Leadership continuity is
essential because it gives the leaders an opportunity to review the work of the
previous leader and be able to restructure and make way for continuity and
alternatively make plan for improvement (Appiah 2015). Even with the Mbuya Pentecostal
Church having been in existence for over 28 years, investigating the structures
that supports its existence in comparison to the Watoto Pentecostal church that
has seen several transitions of leaders is what the researcher seeks to reveal.
As stated by Burke (2004) the success of a church is determined by its ability
to survive and excel from generation to generation and nothing feels better
than seeing a vision that you helped give birth to be passed on into the
capable hands of others. Successful leadership succession is a sign maturity of
the founding leaders and the willingness that they have towards the continuity
of the church after their exit.
Even as Appiah (2015) further states, leadership succession
begins with a plan. Leadership succession planning is a process of putting in
place the road map that describes the criteria for identification and
selection, and preparation of potential successors for the leadership position,
until the successor is ready for the position. In the local Pentecostal
churches, leadership succession is rare and this can be backed by the press
release in the Nigerian Daily Monitor of (May 19, 2015) which stated that
Bishop Joel Mukalo, whose five-year tenure ended in 2013, refused to hand over
office for a new bishop.
Even though the church rules encourage
succession this lack of successful handover on the front headline of the daily
monitor is sure evidence ‘Pentecostal leader reinstated amid protests’. Some
leader plant churches and become the pastors of the same church they have
planted. Some of the planters of churches do not think of preparing other
leaders to succeed them after their tenure is over or when their retirement age
approaches. Some of pastors have served until their old age and others have passed
on while still in office.
According to
Daily Monitor of Nigeria (May 19, 2015) a Pentecostal Bishop was ordained in
the night because of lack of proper succession functional church structure
which made it difficult for him to handover leadership to the most immediate
leader or any other leader to succeed him. Therefore; the succession of leaders
into pastoral work is not formal and the researcher sought to investigate and
assess better ways to formalize and establish policies that the Pentecostal churches
could follow. The researcher will compare the leadership succession in the
local Mbuya Pentecostal Church (Ibadan) and the Watoto Church in Ibadan which
is under the Pentecostal
Assemblies of
God (P.A.G)
Statement of
the Research Problem
The success in
leadership and the continuity of any organization are absolutely pegged on how
leadership is transferred from one leader to another. When outgoing leaders
offer coaching, guidance and counseling, it makes passing the baton easy. They
become available to correct anything that seems to be going in the wrong
direction. Whereas leadership succession is very important, the Pentecostal
churches are grappling with this great and positive aspect of church
leadership.
The Daily Monitor
of Nigeria (May 19, 2015), gives an example of a Pentecostal Bishop, Joel
Mukalo, whose five-year tenure ended in 2013, yet he refused to hand over
office for a new bishop to take over as per the church rules. Some of the
leaders who pioneer work are usually unwilling to relinquish authority to new
leadership. Some do it the wrong way by appearing to have relinquished it yet
still wield prohibitive power that nothing can ever happen in the church
without their approval. This frustrating experience has caused younger leaders
to pave their own way and other leaders to break away and start many other
smaller churches. Isiko (2011) says that election and retirement of Bishops and
subsequent succession to the position of Bishopric have always been fragile and
contentious issues in Church of Nigeria often resulting into disagreements
among Christians, however; though they have some rubbing of shoulders, they
have systems that guide and bring them to order.
As the Nigeria Radio Network (July 23,
2014) stated, Pentecostal church was closed for a week after a violent
confrontation between the rival factions; even though the Pentecostal Churches
have developed systems, well defined structures and many guiding policies;
leadership succession is still elusive and their churches suffer immense confusion
and turmoil during the leadership transfer which ends up to the closure of
churches. It is against such a background that the researcher conducted a study
to compare the factors affecting Leadership succession in Watoto and Mbuya
Pentecostal Churches in Ibadan, Nigeria.
Objectives of the
study
Purpose of the Study
The purpose of this to examine the
comparative study of the factors affecting leadership succession in Watoto and
Mbuya Pentecostal Churches in Ibadan, Nigeria
Objectives of the Study
i.
To investigate the challenges in leadership
succession failure.
ii.
To determine best practices in leadership
succession
iii.
To examine possible solutions to the hindering
factors in leadership succession
Research Questions
i.
Why is leadership succession still a challenge in
established Pentecostal churches?
ii.
What are the best practices that can foster a smooth
transfer of leadership positions?
iii.
What are the possible ways of improving succession of
leadership in Nigeria
Pentecostal Churches?
The Justification of the
study
Looking at the
trends of events in these Pentecostal churches, it is very likely that the
leadership exhibited therein will be discredited if the leadership succession
dilemma is not properly addressed. The morals and ethics of the church
currently are in question while the position of the church as a prophetic voice
is being lost or even ignored.
Even though the Pentecostal Churches have
developed systems, well defined structures and many guiding policies;
leadership succession is still elusive and these organizations suffer immense
confusion and turmoil during the leadership transfer. In accordance with Daily
Monitor of Nigeria (May 19, 2015), a Pentecostal Bishop, Joel Mukalo, whose
five-year tenure ended in 2013, refused to hand over office for a new bishop to
take over as per the church rules due to the emotional attachment he had
towards the church. The researcher hence sought to investigate the challenging
factors affecting leadership succession plans in the Watoto Church and Mbuya in
Ibadan, Nigeria.
Significance of Study
This study was
significant because it investigated the challenges faced in leadership
succession in Watoto and Mbuya Pentecostal churches. The study proposed best
practices that could enhance a smooth transfer of leadership positions and
suggested possible solutions to ameliorate the present putrefying
situation.
The findings
might contribute to the stability of these churches and curb the frequency and
occurrence of conflicts and splits which currently characterize them.
Additionally, it might improve the image and testimony of these churches
thereby restoring the honor and respect the gospel for which these churches
strive to proclaim.
The study might help leaders to know the
moment they enter leadership that they shall not be there permanently, they
need to start planning for the exit. A
leader must leave a legacy behind. The positions of leadership that we hold are
sweet and not easy to leave although leaving them has great advantage if a
leader trains others whom he might appoint or recommend for the position.
The Scope of the Study
The study was
conducted within the
local Pentecostal Churches of Watoto and Mbuya, in Ibadan Nigeria. The study
established the impact of leadership succession in Pentecostal
Churches of Watoto and Mbuya in Ibadan. It focused on the
challenges in leadership succession failure, the best practices in leadership
succession and the possible solutions to the hindering factors in leadership
succession. The study looked at the church leaders, pastors and believers of
the two churches. The study considered a period of 3 years ranging from 2014 –
2016 which was investigated by the researcher as a time when Pentecostal churches
in Ibadan Nigeria were in a leadership succession crisis.
The Limitations of the
Study
Limited time: Combining research with other responsibilities made
it hard to smoothly run the research process since the researcher was a working
student who had to divide time among other activities like coursework,
preparation for tests. This was solved by being committed to work and also
getting some time like weekends and public holidays to do the work. All in all,
the researcher designed a time table to enable the smooth flow of the research
process.
Insufficient Funds:
The financial resources were insufficient to meet all costs like computerizing
the research work, communication with the respondents, typing and printing of
the questionnaires for the respondents and necessary movements when gathering
the required data. The researcher had to request for an advance payment to
finance the study.
Lack of enough
research experience: Since the researcher was conducting his research in
masters’ level for the first time more guidance was needed, the researcher
sought guidance from his research supervisor and other research experts to
minimize errors in the research exercise. .
Bias from respondents:
The respondents confused the researcher with a news reporter or the respondents
simply did not wish to provide the information for reasons of confidentiality
and secrecy. However through interaction with the respondents, this relevant
and reliable information was captured. The researcher assured the respondents
of confidentiality of their responses given; the researcher also established
rapport with the respondents to minimize their reluctance to cooperate.
Click “DOWNLOAD NOW” below to get the complete Projects
FOR QUICK HELP CHAT WITH US NOW!
+(234) 0814 780 1594
Login To Comment