Church leadership as power over for and not power over against : a case of the Uniting Reformed Church in Southern Africa (URCSA) with particular focus on the Kwa Thema Oos Congregation

Abstract

This study examines the role of power in Christian church leadership whether is it “power over for” or “power over against” the congregants and community. The focal point is the Uniting Reformed Church in Southern Africa (URCSA), Kwa Thema Oos Congregation; and the following two research questions. motivated the study: (1) How can we transform and renew church by transforming and renewing church leaders so that they use power as “power over for” (towards change) and not “power over against” (abuse of power) to the congregants and community? (2) What will the recipients (congregants) of the URCSA and the church benefit from the envisaged services (power over for)? Data is collected and analyzed using the qualitative method using the Atlas.ti 8. The software was used for data analysis following a phenomenological approach where in-depth interviews were conducted with ten interviewees. Data was collected from both male and female members of the congregation with ages ranging from 25 to 90 years of age. Church positions held by interviewees were: congregant, Christian Women’s Ministry member, Christian Men’s Ministry member, current and former Church Council members and Christian Women’s League members. In all, findings from the study indicate that in the Kwa Thema Oos Congregation of the URCSA, both notions of power - “power over for” and “power over against” – are co-existent. It is in the best interest of this study to assist Church Councils to understand their exercise of power as “power over for”, for the effective and efficient church and community growth. Improvements are needed. These improvements can be done through leadership training and induction, improved church services, child and youth involvement, accountability and feedback, and evangelism and outreach programs (cf. Chapter four, Table 4.11). The levels at which the church leadership has to improve on are in (i.) gaining knowledge, (ii.) change in attitude, (iii.) change in behaviour and (v.) organisational change.