The Twelve made up the first leadership council of the church and in the most exemplary way led together and. Strauch provides an overview of the consistent pattern of local churches in the New Testament led by multiple elders.
METHODOLOGY
Each item will be explained in a similar manner to the descriptions in the chapter above. Responses to open-ended calls will be collected, reviewed and thematically sorted to analyze the responses. Each concept will be described as in the second circle, followed by the statement: "This concept is consistent with biblical principles of conflict management and knowledge of it would be useful for elders exercising shared leadership in the local church." Questions related to practices will describe the practice as in the second round followed by the statement,.
Panelists who agree to participate will receive the links to the surveys through Qualtrics. The responses in the first round are analyzed to discover the average for each concept or practice. Responses from round three are analyzed to discover the average approval for each item.
ANALYSIS OF FINDINGS
Of the eighteen, twelve were potential sources of conflict, including (1) relational conflict, (2) content conflict, (3) transformative and disguised conflict, (4) process conflict, (5) goal conflict, (6) conflict of interest, (7) conflict of values, (8) structural conflict, (9) realistic versus non-realistic conflict, (10) retributive conflict, (11). For each of the thirteen items in the second survey, an average approval rate was calculated for both levels of agreement (see Tables 16 and 18) and benefits (see Tables 17 and 19). These items included the concepts of (1) relational conflict, (2) content conflict, (3) process conflict, (4) conflict of goals, (5) conflict of interest, and (6) misattributed conflict, along with the practices of the (7) integrating style , (8) obliging style, (9) uncompromising style, and (10) the dual-concern matrix.
Ten expert panelists completed all congruence and benefit questions for each of the eighteen items in survey one. Of the twelve potential sources of conflict, nine (72 percent) were rated as biblically congruent by the minimum threshold (see Table 9). The use of the dual concern matrix was also rated as congruent and favorable by 100 percent of the panelists.
CONCLUSIONS
God the Father God as Father reigns with providential care over His universe, His creatures, and the flow of the stream of human history according to the purposes
- Salvation Salvation involves the redemption of the whole man, and is offered freely to all who accept Jesus Christ as Lord and Saviour, who by His own blood
His presence in the Christian is the guarantee that God will bring the believer to the fullness of Christ's stature. Sanctification is the experience, beginning with regeneration, by which the believer is set apart from God's purposes and enabled to progress toward moral and spiritual maturity through the presence and power of the indwelling Holy Spirit. Glorification is the culmination of salvation and is the blessed and lasting final state of the redeemed.
Not all conflicts are created equal, some sources of conflict have been shown to be generally helpful. Note for clarification: This question (and similar questions that follow) is not about whether the source of the conflict is biblical or not, rather it is about the concept. If Do you believe the concept of relational conflict is congruent with biblical principles of.
Substantive Conflict results from a difference in opinions on the best path forward stemming from dissimilar ideas, logic, critical thinking, data, or
Each source of conflict will be briefly described followed by two questions related to each. Relational conflict occurs when group members have interpersonal conflicts characterized by anger, frustration, and other negative feelings and is almost always detrimental to group unity and team performance. For example, if you were presented with the concept that all have sinned and asked if this concept is consistent with biblical principles, you would answer "Yes." While sin is inconsistent with known biblical principles, the concept of sin is consistent with biblical truth.
No. And do you believe that church elders would be better equipped to manage conflict in ways that honor God if. Leadership teams that embrace substantive conflict while avoiding relational conflict perform better, share a higher level of consensus, and produce higher quality results. If you believe that the concept of Substantial Conflict is consistent with the biblical principles of.
Transforming Conflict occurs when substantive conflict shifts, or transforms into relational conflict, as when a meeting starts with a seemingly
Process Conflict is related to substantive conflict but focuses on the process of accomplishing a previously agreed upon goal. Instead of the conflict
Goal Conflict involves incompatible preferred outcomes. By comparison, those involved in process conflict agree on the desired outcome but team members
Show Question 4. If you believe that the concept of goal conflict is consistent with the biblical principles of the conflict man.
Conflict of Interests is similar to goal conflict but involves the groups or individuals involved directly competing for limited resources, as when a local chief
If you believe that the concept of value conflicts is consistent with biblical principles.
Structural Conflict occurs between different groups within the same organization. Structural conflict can occur between groups on the same
In Realistic verses Nonrealistic Conflict, realistic conflicts stem from disagreements about goals, processes, or values related to relevant content
View Question 4 If you believe that the concept of realistic vs. unrealistic conflict is consistent with the biblical p.
Retributive Conflict is an especially strong form of relational conflict where an individual or group possesses such deeply-held animosity toward another
Misattributed Conflict stems from incorrectly assigning the source of conflict to individuals or groups not responsible for the situation which led to the
Displaced Conflict occurs when involved parties focus on secondary or tertiary issues instead of addressing the primary sources of the conflict
If you believe that the concept of Displaced Conflict is consistent with the biblical principles of. For example, a dominant style of conflict management is often associated with aggression or abuse of power, but sometimes its use may stem from goodwill or benevolence. The final questions will focus on five distinct conflict management styles including (1) integration, (2) coercion, (3) compromise, (4) dominance, and (5) avoidance.
Review the dual conflict handling style selection chart below before moving on to the final questions. However, integrating style is a process by which parties who see different aspects of a problem can constructively explore their differences and seek solutions beyond their own limited vision of what is possible. If Do you Believe the practice of the Integrating Style of conflict management in certain situations.
The Obliging Style involves a low concern for self-input and a high concern for the input of others. The obliging style may be best suited for those
It involves sharing information, examining differences, and working together to resolve the conflict in a mutually agreed upon manner. If you believe that the practice of the mandatory style of conflict management in certain situations is.
The Dominating Style has a high concern for self-input and a low concern for the input of others. The dominating style of conflict management
The Avoiding Style has a low concern for self-input and a low concern for the input of others. Often the one practicing the avoiding style of conflict
If Do you believe the practice of the avoidant style of conflict management in certain situations.
The Compromising Style involves a moderate concern for self- input and a moderate concern for the input of others and involves seeking a middle
Dual-Concern 2 Do you believe that the use of the Dual-Concern Conflict Management Style Selection Chart is consistent with biblical principles of conflict management, insofar as it does not conflict with known biblical principles or prescribed practices for conflict management. Dual-Concern 3 Do you think church elders would be better prepared to handle conflict in a God-honoring way if they made use of the Dual-Concern Conflict Management Style Selection Chart in certain situations. Leadership style selection chart is not in accordance with biblical principles and is not beneficial for elders.
Helpful - Knowing this concept would be helpful for elders who want to practice conflict management for the honor of God. Not Completely Consistent – This item as described is contrary to biblical conflict management principles and practices. Not Completely Consistent - This item as described is contrary to biblical conflict management principles and practices.].
Substantive Conflict results from a difference in opinions on the best path forward stemming from dissimilar ideas, logic, critical thinking, data, or
Highly Beneficial – A knowledge of this concept will be very beneficial to elders trying to practice God-honoring conflict management. Slightly beneficial – A knowledge of this concept will be slightly beneficial to elders who want to practice God-honoring conflict management. Not Beneficial – A knowledge of this concept will provide no benefit to elders trying to practice God-honoring conflict management.
Process Conflict is related to substantive conflict but focuses on the process of accomplishing a previously agreed upon goal. Instead of the conflict centering on the
Conflict of Interests is similar to goal conflict but involves the groups or individuals involved directly competing for limited resources, as when a local chief of
Structural Conflict occurs between different groups within the same organization. Structural conflict can occur between groups on the same authoritative
In Realistic verses Nonrealistic Conflict, realistic conflicts stem from
Misattributed Conflict stems from incorrectly assigning the source of conflict to individuals or groups not responsible for the situation which led to the conflict,
The final questions will focus on three distinct conflict management styles including integration, coercion and compromise. Integration The Integration style is characterized by a high concern for self-input and a high concern for the input of others. Very Beneficial – Using this style of conflict management at the right times would be very helpful for elders seeking to practice God-honoring conflict management.
Beneficial – Using this style of conflict management at appropriate times will be beneficial to elders trying to practice God-honoring conflict management. Slightly Beneficial – Using this style of conflict management at appropriate times will be slightly beneficial to elders who want to practice God-honoring conflict management. Not Beneficial – Using this style of conflict management at appropriate times will do no good for elders trying to practice God-honoring conflict management.
The Obliging Style involves a low concern for self-input and a high concern for the input of others. The obliging style may be best suited for those lacking expertise
The Compromising Style involves a moderate concern for self-input and a moderate concern for the input of others and involves seeking a middle ground
Highly Beneficial – Using this chart to select a situationally appropriate style of conflict management will be extremely beneficial for elders who want to practice godly conflict management. Beneficial – Using this chart to select a situationally appropriate style of conflict management will be beneficial to elders who want to practice God-honoring conflict management. Slightly Beneficial – Using this chart to select a situationally appropriate style of conflict management will be slightly beneficial for elders who want to practice godly conflict management.
Not Helpful – Using this chart to select an appropriate conflict management style for the situation would provide no benefit to elders seeking to practice God-honoring conflict management. Dual Concern 4 Briefly explain why you judged this concept to be inconsistent with biblical conflict management principles and practices or skip to completing the survey. Each source of conflict will be briefly described followed by the statement: "This concept is consistent with biblical principles of conflict management and knowledge of it would be beneficial to elders practicing shared leadership within a local church," for which you will be asked to select one, "I agree". or "I do not agree".
Goal Conflict involves incompatible preferred outcomes. By comparison, those involved in process conflict agree on the desired outcome but team members fail to agree
Rather than focusing on the overall task or objective, process conflict arises from disagreements over logistics and delegation issues, such as what needs to be done first and who is responsible for what. In comparison, those involved in process conflicts agree on the desired outcome, but the team members disagree.
This concept is both congruent with biblical principles of conflict management and a knowledge of it would be beneficial to elders practicing shared
The appropriate style may be best suited for those who do not have expertise in the contributions of others. This style is also appropriate for those who are involved in the conflict and do not have the authority or position to participate in the conflict. When such an impasse occurs, a compromise style of conflict management can avoid lengthy delays and ensure mutually acceptable outcomes of complex situations.
Dual Concern 2 Understanding and using this chart is both consistent with biblical principles of conflict management and helpful for elders practicing shared leadership within a local church. Resolving the Conundrum of Productive and Destructive Conflict in Culturally Heterogeneous Workgroups: A Communication Accommodation Theory Approach." International Journal of Conflict Management 13, no. The Critical Role of Conflict Resolution in Teams: A Closer Look at the Connections between the type of conflict, conflict management strategies and the team.
