I would like to thank everyone who has been instrumental in the completion of this project. They are the ones who have given me the necessary essential support for this project and, ultimately, for achieving one of my life goals. I also owe it to my wife and children, who gave me space to study, write and travel.
I think their prayers and encouragement were part of the reason I persevered when I felt like giving up on myself and my studies. I am very grateful to my church family at First Baptist Church of Flushing for theirs. At the beginning of this educational journey, the Lord impressed upon my heart that this journey would require prayer from beginning to end.
At the time, I could not have predicted that I would have a nervous breakdown at the end of the program. But through it all, God's power and presence, though sometimes imperceptible to my downcast soul, sustained me through my "dark night of the soul," just as He promised (Isaiah 41:10).
RESEARCH CONCERN
First, some churches were identified from the existing literature (multiethnic churches covered in articles, books, or research). In a preliminary effort to secure a registry of multiethnic churches in the US, the researcher contacted George Yancey, one of the lead researchers on the Multiracial Congregations Project (the largest study of multicultural congregations funded by Lily Endowment). The researcher made initial telephone contact with the gatekeeper (senior, administrative, or executive pastor) of each of the churches participating in the field study.
Some of the demographic data was used to provide descriptive statistics and to observe frequencies in the sample. Subjects of this study were members of the pastoral staff of multiethnic evangelical churches in the continental United States. Twenty-six of the priests who participated in the study had been Christians for over 21 years.
Take language courses to gain proficiency in another language represented in the constituency of the church. The fifth part of the case study concerns the leadership practice of encouraging the heart. In the area of encouraging the heart, all the female pastors chose to recognize individual contributions.
CONCLUSIONS
The implications of these findings have been highlighted in research that suggests that intentional diversity is one of the keys to the success of multi-ethnic congregations (Yancey 2003, 18; DeYmaz 2007, 56). Their ultimate goal was to determine whether such ministries were in line with the core values and vision of the organization. The findings of the research in this section relate to the pastoral practices needed to develop, communicate and realize a shared vision.
The findings of the research in this work relate to the pastoral practices needed to encourage participation and empower others to act. In addition, the results of the research point to the fact that multi-ethnic pastors have increased the competence and self-confidence of individuals through training. The research findings in this part refer to pastoral practices that lead to clarifying personal values and setting an example by aligning actions with shared values.
An overwhelming amount of the participants (87%) mentioned that clearly defined values are critical to the success of their best leadership experience. One of the most critical implications regarding the modeling of the way concerns the three spheres of leadership behavior related to the demonstration of a. Organizational practices refer to the development of initiatives, policies and procedures that govern the operations of the organization.
The results of the research in this section relate to the pastoral practice needed to stimulate, revive and focus people's energy and drive. One of the implications that emerged from the participants' responses is related to the five impulses to challenge the process, namely: personal beliefs, perceived need, personal passion, management directives, challenging the status quo. In relation to the leadership behavior of challenging the process, one of the findings of this research was related to leaders expressing that they were motivated to initiate change due to strong theological convictions.
This study also confirmed some of the findings of other research that emphasized that intentional diversity is one of the keys to the success of multiethnic congregations (Yancey 2003, 18; DeYmaz 2007, 56). Another way is by using live multimedia presentations to appeal and secure commitment to the vision of the church or ministry. The current research was useful in identifying more specifically some of the best leadership practices of pastors in multi-ethnic churches.
GATEKEEPER LETTER
PARTICIPANT LETTER
This basic profile must be completed by the Senior Pastor or Administrative Pastor of the participating church. Network Development – The church becomes multi-ethnic due to the expansion of social networks (people's family and friends) within the church (Yancey. In addition, all members of the pastoral staff will spend 45 to 60 minutes completing a best practices questionnaire.
The purpose of this study is critical to refining the instruments and protocol that are preliminary steps to completing my dissertation requirement at The Southern Baptist Theological Seminary. Wilder, Chair of the Research Ethics Committee of The Southern Baptist Theological Seminary by email: [email protected]. Latoni Ramírez for purposes of completing the dissertation requirement for the degree of Doctor of Education.
This experience is not limited to your current ministry setting; however, it must be within a multi-ethnic ministry environment where you have been a member of paid pastoral staff. If you were the one who started this project or venture, why did you want to do it? How you have challenged others to achieve high levels of performance, to excel and be better than ever before.
As you looked forward to the project or initiative being completed, what did you dream you would accomplish? What did you say to convince others to sign up and sign up. How did you foster cooperation among those whose support you needed, even if they didn't work for you?
How have you shown others through your own example that you take these values and standards seriously? What dramatic or unusual actions did you take to get people to pay attention to important aspects of the project? How did you inform the rest of the organization about your group's performance?
