Organizational ImpactOfficers diverting energy and passion: The Salvation Army (in the USA) has an excellent tuition reimbursement plan. It has challenged, stretched, and positioned many to be more effective in their ministry responsibilities.
Unfortunately this has not been the case for every officer. There are some who have abandoned or replaced ministry responsibilities with an ongoing pursuit of education. This has been recognized by current administration as seen in the new stipulations and restrictions in the application process. There is a fear that officers will receive additional degrees and move on to other work or ministries. This fear alone should make administration want to understand why formally educated officers would want to leave an organization that has financially invested in their education.Extreme community involvement: This is very difficult to measure because officers are rewarded when programs are enhanced, budgets are increased, and community relations are healthy. There is no doubt that much of an officer’s time and energy can be consumed by community involvement.
There are basic expectations and at times mixed messages about the level of priority this activity must be given. Many officers are involved in service clubs, city activities, outside chaplaincies, community boards, United Way functions, clergy councils, etc., etc., etc. All of this can be good and contribute to the overall effectiveness of the local Salvation Army operation. It becomes a negative when all of the above mentioned items become the focus or escape for an officer.
Moral failure: This can be seen in many areas including but not limited to; adultery, theft, substance abuse, spousal abuse, child abuse, pornography, divorce. Obviously many of these areas are conducted in the privacy of one’s home, and can be difficult to detect. The reality is most of these areas of moral failure do not remain a secret. When left unaddressed moral failure will break down the integral fabric and foundation of a person and ultimately the organization. Officer recruitment: It is understood that Salvation Army Officership is considered a calling from God. Notwithstanding this belief, there is still considerable time and effort given to recruitment. Ignoring the issues that cause apathy in officers will create trouble identifying, training and ordaining qualified officers. Denominational reputation is an important factor when considering the church or Christian organization one elects to serve in.
Officer retention: While this has not been a serious issue in the past I believe it will become a major struggle in the future. Because of the uniqueness of an officer’s compensation, as well as many other factors, this is complex and requires a more in depth study to address specific issues. Dr. Ken Kovach ranks the following 10 reward factors that motivate employees.
1. Interesting work
2. Full appreciation of work done
3. Feeling of being “in” on things
4. Job security
5. Good wages
6. Promotion and growth
7. Good working conditions
8. Personal loyalty to employees
9. Tactful disciplining
10. Help with personal problems
These 10 motivators are applicable to Salvation Army Officers and any person engaged in ministry. This list promotes the idea that an organization whose constituents feel undervalued will not be attractive to potential members.
Increased legal fees: This typically relates to the area of moral failure but will also be impacted as employee/employer relations deteriorate when officers begin to feed the hog. Currently there is no information being made available to substantiate the real dollar amount of this problem.
Lost revenue: This may be seen by passive resistance and or unwillingness to raise much needed financial resources to accomplish the mission of the Army. When an officer’s motivation is lost it leads to poor service and performance, causing decreased donations, ending with a loss of trust from the community, impacting future endeavors.
Increased healthcare costs: It is much less expensive to prevent most problems then attempt to cure them. It is important to give credit to the administration of The Salvation Army for initiating an Officer Wellness Program. This is an excellent step in the right direction to begin to address the many complex issues related to this problem.
PART -2-
Jeffery T. Bassett
Former
USA East
Jeffery BassettJeffery is the Founding Pastor of Living Water Church Ministries. He has a BS in Bible and MS in Organizational Leadership from Philadelphia Biblical University where he teaches as an adjunct professor. Jeffery is employed full time by the Ocean Grove Camp Meeting Association where he serves as the Director of Development.Living Water Church Ministries
Wall, NJ
pastor@livingwaterchurchministries.org
12 comments:
Jeff, I am interested to read your article and look forward to the concluding parts. Thank you for writing and sharing your musings with us.
As an active Officer I cannot honestly say I have never been hurt by TSA. I cannot say, on the other hand, that I have never felt undervalued - unappreciated. I cannot say I have never wanted to tell them what to do with their job, and I use the word 'job' because there are times when for numerous reasons it sinks to the level of a 'job', (maybe that is about self preservation).
What I do long for is for TSA, admin, to see us as individuals, to look at our cases, our service, our self-giving seperately and at times come to a more humane answer when we do ask for help, for understanding, for support to do our mininstry to the best of our ability and to take hold of every given opportunity that is offered to us for spiritual refreshment, growth and training.
Please SA listen and respond, yes, and for a change in the way I want you to. I for one will keep asking until you do, because on some issues I believe I am right and you are so so wrong. Please give further thought before you keep on answering 'no'.
Active Officer who doesn't fit into the army's 'norm' box
UKT
When I was in college (just after the ark ran up on dry ground) we had to do some very interesting things. One of the more intellectually challenging things was to do a poster on what we saw as the 'sins of the world'.
A fellow cadet indicated that it will be interesting to see the projects matched up with the cadets and he indicated that we often focus on our own failings or temptations when we see them exhibited in other people.
It became for me a significant red flag that I should have a well balanced preaching plan so that I was not left every Monday morning with the question 'What shall I preach about next Sunday?' because I would preach on my own weaknesses and temptations all the time.
I recognise this very intense paper, that still has some episodes to run, was written when the author was still a SAO.
I too need to nail my colours to the mast and boldly say that if I have a difficulty with someone; I am at cause (in other words 'its my problem'). I believe that it is the same with an organisation.
I am all in favour of addressing issues but lets be careful what we write because we often reveal more of ourselves than we would want too.
Fletch,
You just scared me.Now I cannot share my feelings.
How can I share and mingle if you restrict me before I even write. All due respect, I think you just scared away some others that would add to the discussion.
Jeff, thank you for your insight. It is very helpful.
USA former
Not put off by Fletch... TSA paid for many officers including me to attend the Hybels-Willow Grove seminars a few years ago- After the 1st session, day one, I never saw the THQ reps again until 4 days later on our return flight home. There were 3 officer couples from THQ and almost all their carry-on luggage when boarding the airplane were from various name brand stores. Guess where they spent their time ? Not 'feed the hog' directly, but certainly did little in furthering their soul saving skills.
Yes, we all have our faults, but when those appointed to lead push their responsibilities to the side, it's time we speak out !
Active
USA East
Next time you attend a Congress in which officers are official attendees, visit the coffee lounge during official meeting times. There'll you'll find a large congregation of DHQ and THQ officers catching up on the latest news.
US Central
Good stuff, Jeff. Keep writing: Genuine and balanced.
"There is a fear that officers will receive additional degrees and move on to other work or ministries. This fear alone should make administration want to understand why formally educated officers would want to leave an organization that has financially invested in their education."
I remember when we made the change from SFOT to CFOT - that WAS based on the need for a college degree, somewhere, for something, right?
Yes, I, too, think it ironic that my sessionmates who came to Training with degrees are all gone, except for one. Were they, like Brengle, part of the Founder's dangerous class? Is that why they left?
Way to go, Jeff, in nailing TSA on the waffle!
US-Central, former
My apologies if I put anyone off from reporting their feelings, that was not my intention but it is a fact that we 'choose our feelings' and we sometimes need to choose very carefully. There is always a danger in all of our ministries whatever it may be, active/sad former/happy former/whatever, that it just becomes about me the individual.
I too am aware of what Bill Booth called the dangerous class and we could all possibly name names but what seems to be a recurring theme in some of our contacts is that of regularly, as US-Central, former so colourfully put it "..nailing TSA on the waffle."
I would possibly contend that there are times when we have a genuine concern with how we have been treated, but it is not necessarily TSA, but certain individuals within it. I have asked the question for years why did all the really clever and emotionally balanced Booth children leave TSA? I believe that it was not because of TSA but they left their father whose mental and emotional health could be called into question in many of his decisions.
TSA does not have feelings nor does it act as an unbalanced parent; but the individuals who administer it have been known at times to not do it as well as we would expect them to.
If we name the difficulties that we have had with Officers in Administration, the decisions that they have made, the painful interactions that we have all had at some stage in our journey, then lets call it as such but to simply blame TSA for those decisions is, to my mind, escapism from reality.
Continue to share your feelings, but be real about it and name them for what they are.
I am about to go to a Conference here in Australia and there will be SAO's there but if they chose to sit in the coffee shop and chat instead of going to some of the sessions that is not because they have been sent by TSA but because of their own individual commitment, or they have made a rational decision that they would be better served by conversation with each other than sitting in sessions not applicable or boring or whatever.
I would never want to stifle discussion on any of these matters, they are vitally important, and if I have done that then I can only apologise again but lets keep them real. I still believe that all the millions of conversations around the world by Salvationists of all ranks where we put the Army right, and I am led to believe that even Commissioners have been known indulge in this pastime, is a 'sacred spiritual right' that is ours and we should enshrine it as such, but lets keep it real.
The road toll that causes so many deaths and injuries in whatever part of the world we live in, makes us wonder what can be done to stop this growing and the trauma it brings to such a wider and growing community; but it seems overwhelmingly to be caused by the driver, not the car.
Is TSA any different?
While serving in TSA in Russia one of the most frustrating experiences was facing the inflexibility of government officials when negotiating contracts. We’d suggest a ‘compromise’, only to be told, “the word compromise doesn’t exist in the Russian language”! After hearing the argument once too many times I turned to the Russian dictionary and found the word ‘KOMPROMISS’, adopted from the English language. When I then began using the word kompromiss with Russians when negotiating, their resolution became a willingness to move forward…
"The ideal solution (to end the FEED THE HOG syndrome) is, of course, to open channels of communication with the employees and try to reach some resolution or compromise on their problems… If the employees can feel safe and respected when bringing their complaints to management, and if their suggestions are dealt with in a fair and timely manner, a company has little reason to fear their employees will begin feeding the hog.”
It’s not a kompromiss of ethics, standards or values, simply a resolutions to respect one another, and that may require SA leaders to take a step up to meet officers and formers alike as equals; servants of Jesus all.
in thinking about education and community involvement, not only are the issues of time and perceived level of commitment important to consider, but also whether 'outside' interests take away from SA ministry or enrich it. During various times in my life, my involvement a few hours a week in something other than TSA allowed me to remain an officer - providing development and affirmation of gifts, perspective, and relationships that helped me see myself in a different light. Life-saving to me.
JoAnn
Active, US
JoAnn,
You are exactly correct! That is how I remained for many years. I had a plan and a goal. Leadership just did not agree. So, I left and I am blessed and I still serve God.
USA East former
‘Condemnation and judgment have become so deeply rooted in the human spirit that most of us can't imagine having to function without them.’ John Wartburg
There is no question but that both those who lead and those who follow are guilty in this respect. Clearly both groups need to step to the side and reassess the position of the other and from there establish new agreed upon parameters that work for both; a compromise except in the areas of moral failure.
Compromise is perceived differently in different cultures even in the same country. In the Hawaiian tradition, compromise focuses on restoring relationships damaged by conflict, which is generally considered more important than how much each side has to give away. It’s a primacy of relationships over substance that encourages compromise when core values are not at stake.
I, for one, can see quite clearly where formers can be helpful in restructuring relationships.
Active USA WT
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