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1.1     Background to the Study


Organization is an identifiable social entity whose members pursue multiple goals collectively. The pursuance of these goals is done side by side with their personal goals and aspirations through their coordinated activities and relationships. Hence, organization has people, materials and goals that are achieved through coordination (Nila, 2001).

. These people have different cultures, skills and educational background as well as different perceptions, roles, expectations and values. Conflict in an organization will depend on the degree with which the manpower is met with opposition in protecting their interest, values and goals.

However, the establishment and continuous existence of organization through the realization of set goals and objectives requires the continuous and effective functioning of its material input with the human element being indispensable. The human elements required to facilitate goals attainment often engage in disagreement and variance over factors such as; interest, views, style of management among others. The reactionary effect due to the perceived incompatibilities resulting typically from some form of interference or opposition is known as crisis. Azamoza (2004) observed that crisis involves the total range of behaviours and attitudes that is in opposition between owners/managers on the one hand and working people on the other. It is a state of disagreement over issues of substance or emotional antagonism and may arise due to anger, mistrust or personality clashes.


Acommon form of crisis in churches is the Congregational crisis. Congregational crisis, defined as a difference in opinion or purpose that frustrates someone‟s goals or desires, may occur when those religious and spiritual beliefs are unaligned (Sande, 2004). This misalignment may take on a psychological dimension, since members look to the church for comfort and reassurance in a rapidly changing and threatening world (Hadden, 1970). Instead of a place of comfort and reassurance, church crisis can create a battle ground for power struggles of various factions, victimizing the congregation and sabotaging pastoral leadership and church growth. A pastor is most often forced out of ministry due to lack of success at resolving differences with other people within the church (Sande, 2004).

Conflict is not necessarily bad. The Bible, the collection of sacred writings of the Christian religion, teaches that some differences are natural and beneficial. Christians believe that God created people as unique individuals, with different opinions, convictions, desires, perspectives, and priorities. When handled properly, disagreements in these areas can stimulate productive dialogue, encourage creativity, and promote helpful change and growth.


1.2     Statement of the Problem

Hart (2000) asserted that, successful organization in the future must create the capability to absorb crisis during the organization’s life cycle. The capability here refers to crisis management mechanism in order to minimize the rate of crisis and improve. According to Rivers (2005), the hidden costs of unresolved crisis in organizations are enormous and finding effective ways to manage and resolve organizational crisis can have a significant impact on productivity and therefore, may enhance church growth. This research study conducted multiple assessments to determine if church leaders understood the significance of their crisis management style on the congregation and its members. Is it possible to seek unity without demanding uniformity and transform crisising situations into positive growth opportunities for the church.


Research Question

It is in the light of the above problem that the following research questions were asked and this study is expected to provide answers to;

  1. What are the possible causes of crisis in Foursquare Gospel Church, UTI?
  2. What are the possible ways of managing crisis in the organization to improve church growth?


1.3     Objectives of the Study

The main objective of this study is, crisis management and church growth as relates to Foursquare Gospel Church, UTI.

Other specific objectives include:

  1. To identify the causes of crisis in Foursquare Gospel Church;
  2. To determine ways of managing crisis in the organization to improve church growth;


1.4     Statement of Hypothesis       

H0 that effective crisis management does not lead to improve church growth

H1   that effective crisis management does lead to improve church growth


1.5     Scope and Limitation of the Study

The scope of the study is crisis management and church growth in Foursquare Gospel Church, Uti. The limitation of the study is insufficient financial resources, time and materials.


1.6     Significance of the Study

This study will be of value to organizations both public and private and specifically churches in order for them to identify some silent causes of crisis and to be able to manage the situation judiciously using some of the crisis management strategies.  The study will also provide a plat form for church leaders to direct resources appropriately in order to minimize crisis situations in the church. The study is also expected to be of great value to academicians and practitioners in the field of crisis management. The study can also be useful to researchers for further studies.

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