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The Attitudes of Christian Church Pastors and Leaders toward Leadership Succession, For Leadership Continuity, in Charismatic and Pentecostal Church Organizations in Kumasi, Ghana.
Blekinge Institute of Technology, Faculty of Engineering, Department of Industrial Economics.
2015 (English)Independent thesis Advanced level (degree of Master (One Year))Student thesisAlternative title
The Attitudes of Christian Church Pastors and Leaders toward Leadership Succession, For Leadership Continuity, in Charismatic and Pentecostal Church Organizations in Kumasi, Ghana. (Swedish)
Abstract [en]

Lack of cooperation of the incumbent leaders was a major cause of leadership succession failures of organizations reported. This investigation was carried out to determine the attitudes of Christian Senior Pastors and leaders (associate Pastors and Elders), for leadership continuity, toward leadership succession of Charismatic and Pentecostal Church organizations in Kumasi, Ghana; to find lasting solution to the problem of lack of cooperation of incumbent leaders towards leadership succession planning by determining the root cause of lack of cooperation of incumbent senior leader towards leadership succession. Using in-depth interview, qualitative data was collected and analyzed using inductive procedure of Structuring (Ordering) of Meanings Using Narrative for analysis. This work contends that even though best practices are necessary condition for leadership succession effectiveness, they are not sufficient to make the incumbent senior leader willing and cooperative enough to act in the best interest of the organization, let alone yield to leadership succession. It was found that the Christian Churches investigated have positive attitudes towards leadership succession because of character development adopted in the churches. It was found that apart from fear (Freeman, 2004; Zhang and Rajagopalan, 2006; 2010) and ego (Freeman, 2004; Beeson, 2006; Ciampa, 2005), unforgveness and self-centeredness were other causes, holding back the effectiveness of leadership succession due to lack of cooperation of the incumbents, with self-centeredness being the source of fear, ego and unforgiveness. It was concluded that self-centeredness was the root cause of lack of cooperation of Senior Pastors towards leadership succession. Because fear (Freeman, 2004; Zhang and Rajagopalan, 2006; 2010), ego (Freeman, 2004; Beeson, 2006; Ciampa, 2005), unforgiveness and self-centeredness produce insecurity, the incumbents were never willing and cooperative to subject themselves to anything they perceived as threat. On the basis of this, succession failures reported will rather increase in frequency. Nevertheless, self-centeredness could be resolved effectively by adopting character development focused on the following nine attributes: Faith, Peace, Joy, Humility, Patience, Self-control, Kindness, Goodness and Love (value, respect, approval, availability, attention, appreciation and service).The results suggest that the incumbent Pastors have the tendency to take actions, make choices and decisions that are in the best interest of their organization, and are favorably disposed towards leadership succession. The Christian Churches are well positioned to produce leaders who are cooperative and selfless enough to plan their own succession using best practices that yield desired outcomes. This work contributes to a better understanding of attitudes, character, relationship, motivation, highlights the invisible features (self-centeredness, fear, ego and unforgiveness) of leadership succession failures in the organization, and the transformation of character that results by simple change of attitudes consistently modified by love and its attributes so that the decisions, choices and actions of the incumbents can favor the organization, consequently, making them willing and cooperative enough to plan their own succession. Based on the results of the Christian Church organization, it serves as a basis for further research in the field.

Abstract [sv]

This work contends that even though best practices are necessary condition for leadership succession effectiveness, they are not sufficient to make the incumbent senior leader willing and cooperative enough to act in the best interest of the organization, let alone yield to leadership succession. Previous studies have shown that fear and ego were causes of the lack of cooperation of the incumbent leaders toward leadership succession. Having confirmed them by this work, self-centeredness and unforgivenness were found to be other causes of lack of cooperation of the incumbents, with self-centeredness being the root cause. The disposition of humans to seek their own interest or personal gain is guided by the set of values that form the character of the individual. These values describe self-centeredness of the people and clearly show up in their actions, choices and decisions. Generally, people are plagued with fear when they perceive threat against that to which they are consciously or unconsciously emotionally attached to. Ego results when people attempt to shield for protection against that which is perceived as a threat in fear of losing respect and power. Unforgiveness is the outcome of unresolved offences when a person’s ego is hurt (mainly due to disrespect; anything that undermined the person). Love (value, respect, approval, availability, attention, appreciation and service) and its attributes have values and virtues that directly oppose to that of self-centeredness; this describes the selfless nature of love. By love, I mean the human attribute that makes people value, approve, respect, give attention to, become available to, appreciate, and serve others irrespective of the person (background, social status etc.). Love seeks for the good and the welfare of the other, hence shifting focus from ‘self’ to the ‘other’. Even though, this work concerns leadership and administration, it touches on an area that is of immense social interest; relationship and conflict resolution. Self-centeredness, fear, ego and unforgiveness are human characteristics that are inevitable in almost every human endeavor. It was established that self-centeredness, fear, ego and unforgiveness cannot make anybody seek the good and the welfare of another. Therefore, effectively resolving them will cause our human interactions and relationships to thrive and blossom, consequently enhancing our social lives. Because attitudes shape character and character, attitudes; attitudes determine emotions, and emotions effect attitudes, the characteristics (emotions); self-centeredness, fear, ego, and the consequences of unforgiveness can be resolved by change of attitudes modified by love and its attributes. This work contributes to a better understanding of attitudes, character, self-centeredness, fear, ego and unforgiveness, and the transformation of character that results by simple change of attitudes consistently modified by love and its attributes so that the decisions, choices and actions of the incumbents can favor the organization, consequently, making them willing and cooperative enough to plan their own succession.

Place, publisher, year, edition, pages
2015. , 68 p.
Keyword [en]
Attitudes, CEO, Incumbent leaders, leadership succession, leadership continuity, self-centeredness, and Love.
National Category
Sociology Business Administration
Identifiers
URN: urn:nbn:se:bth-6076Local ID: oai:bth.se:arkivex22AD3F0F48BDF68DC1257E17003B6F6FOAI: oai:DiVA.org:bth-6076DiVA: diva2:833495
Uppsok
Social and Behavioural Science, Law
Supervisors
Note
+233 243 677 410Available from: 2015-04-22 Created: 2015-03-29 Last updated: 2015-06-30Bibliographically approved

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