Leadership Conflict Research Articles

Communication Styles and Leadership Conflicts in the Legio Maria Church, Ugenya, Kenya

This study explored the impact of communication styles on leadership conflicts within the Legio Maria Church in Ugenya. Effective communication is crucial for organizational dynamics, particularly in religious institutions where spiritual authority intersects with hierarchical structures. The Legio Maria Church faces persistent leadership conflicts, often exacerbated by differences in how leaders convey, interpret, and act upon information. These conflicts are influenced by the church's complex web of formal and informal communication channels, which shape power dynamics and organizational cohesion. This research identifies the diverse communication styles employed by church leaders, ranging from direct and open to indirect and informal methods. It examined how these styles impact decision-making processes, conflict-resolution strategies, and overall leadership dynamics. By understanding personal and organizational communication preferences, the study provides insights into the root causes of leadership conflicts. Practical recommendations are proposed, including communication training programs, clear communication protocols, and fostering a culture of openness and respect for diverse communication styles. These measures aimed to enhance leadership cohesion and improve the church's ability to serve its members effectively. This research contributes to the broader discourse on effective communication in religious organizations, offering valuable insights for fostering sustainable leadership practices and organizational harmony within the Legio Maria Church.

Factors Underlying Leadership Conflict at Legio Maria of Africa Mission Church in Ugenya Sub-County, Siaya County, Kenya

This study explores the factors underlying leadership conflict within the Legio Maria of Africa Mission Church in Ugenya Sub-County, Siaya County, Kenya. Leadership conflicts in this religious institution have been a persistent issue rooted in resource control, leadership claims, and personal disputes, notably involving self-proclaimed leaders. Resource conflicts, cited by 8% of respondents, often stem from disagreements over financial management and equitable distribution. Leadership claims, leading to factionalism and power struggles, are another critical factor, with 4% of respondents highlighting conflicts over papal authority. Historical analysis reveals that leadership conflict has been present since the church's inception, starting with a dispute between the founder, Baba Messiah Melkio Simeo Ondeto, and Gaudencia Aoko, who was excommunicated for attempting to assert herself as a leader. The study underscores the need for structured conflict resolution and peace-building initiatives, emphasizing the inclusion of women leaders and collaboration with expert organizations. Reconciliation, inspired by biblical principles, requires humility and open dialogue to address pride and self-interest among leaders. Forgiveness, crucial for healing and relationship restoration, is recommended to resolve ongoing conflicts. Implementing transparent resource management, fostering unity, and advocating for reconciliation can significantly mitigate leadership conflicts. This comprehensive approach aims to restore harmony within the church, ensuring it continues to serve as a sanctuary for its members. The findings provide a foundation for understanding the complex dynamics of leadership conflict and offer practical solutions for achieving lasting peace in the Legio Maria of Africa Mission Church.

Pentecostal leadership disputes in Zimbabwe: A pastoral challenge

Conflicts in the Pentecostal church leadership have been growing since time immemorial. However, leadership disputes have become traumatic and tragic in Zimbabwe to the extent that junior pastors are committing suicide and killing each other because of these conflicts. The article uses the practical theological framework to explore the complex intersections of conflict within the Pentecostal church, analysing the various factors and dynamics contributing to these conflicts. This work examines and addresses the ramifications of a leadership conflict within the Apostolic Faith Mission (AFM). The junior pastors, who have been impacted by the leadership dispute, have endured trauma stemming from the ongoing conflict among the church’s prominent leaders, which is the central focus of this study. To better understand the lived experience of trauma among these pastors, a qualitative research design was employed. Through purposeful sampling and face-to-face interviews, participants were given the opportunity to share their narratives of leadership trauma. The result is that junior pastors are internalising the trauma, which is affecting them spiritually, emotionally and physically in ministry. This article proposes a healing methodology utilising the Gerkin and Positive Deconstruction approach.Contribution: This study leverages a practical theological framework to examine the challenges of providing pastoral care for junior ministers who were impacted by leadership disputes within AFM thereby contributing to Pentecostal approaches to care.

Leadership Conflicts in the Management of Madrasah Aliyah Educational Institutions in Indonesia

Abstract: In the management of educational institutions still creates conflicts, because some leadership is still weak at the level of management, competence and leadership ability in managing educational institutions. The purpose of this paper is not only to map but also to analyze leadership conflicts in the management of Madrasah Aliyah educational institutions in Indonesia. Using descriptive qualitative methods. Data sources from scientific books, scientific articles, scientific journals both print and online, both nationally and internationally. The results showed that leadership conflicts in education management occur because the level of management of educational institutions by some leadership is still weak such as weak in planning, organization, movement, direction and supervision or control. Leadership conflicts also occur because the level of competence or ability of a leader is still weak. Leadership conflicts also occur due to differences in opinions, stances, beliefs, cultural differences, differences in interests, conflicts also occur between superiors and subordinates, even conflicts with students and parents including the community or external parties. Thus it can be concluded that leadership conflicts in the management of educational institutions occur due to weak management levels, competencies and abilities. So it can be suggested that if you want to minimize conflict among the leadership, then improve the management of better educational institutions in Indonesia.Keywords: Conflict, Leadership, Management of Educational Institutions, Madrasah Aliyah Abstrak: Dalam pengelolaan lembaga pendidikan masih menciptakan konflik, dikarenakan sebagian kepemimpinan masih lemah pada tingkat manajemen, kompetensi dan kemampuan kepemimpinan dalam mengelola lembaga pendidikan. Tujuan tulisan ini selain memetakan juga menganalisis konflik kepemimpinan dalam pengelolaan lembaga pendidikan Madrasah Aliyah di Indonesia. Menggunakan metode kualitatif deskriptif. Sumber data dari buku-buku ilmiah, artikel ilmiah, jurnal ilmiah baik cetak maupun online, baik nasional maupun internasional. Hasil penelitian menunjukkan bahwa konflik kepemimpinan dalam pengelolaan pendidikan terjadi karena tingkat pengelolaan lembaga pendidikan oleh sebagian kepemimpinan kepala Madrasah Aliyah masih lemah seperti lemah dalam perencanaan, pengorginisasian, pergerakan, pengarahan dan pengawasan atau kontrol. Konflik kepemimpinan juga terjadi karena tingkat kompetensi atau kemampuan seseorang pemimpinan yang masih lemah. Konflik kepemimpinan juga terjadi karena perbedaan pendapat, pendirian, keyakinan, perbedaan kebudayaan, perbedaan kepentingan, konflik juga terjadi antara atasan dengan bawahannya, bahkan konflik dengan siswa dan orang tua termasuk masyarakat atau pihak eksternal. Dengan demikian dapat disimpulkan bahwa konflik kepemimpinan dalam pengelolaan lembaga pendidikan terjadi karena tingkat pengelolaan, kompetensi dan kemampuan kepemimpinan masih lemah. Sehingga dapat disarankan jika ingin meminimalisir konflik dikalangan kepemimpinan, maka tingkatkan pengelolaan lembaga pendidikan yang lebih baik di Madrasaha Aliyah Indonesia. Kata kunci: Konflik, Kepemimpinan, Pengelolaan Lembaga Pendidikan, Madrasah Aliyah

Strategies Applied in Resolving Organizational Conflict in the Academe: An Experienced-based Approach

There is no organization with no conflict situations (Kharadze & Gulua (2023), thus, this research identified and analysed organizational conflict in the subject institution. It further investigated the effectiveness of conflict resolution as practiced by the select organization. The study is qualitative in nature and utilized twelve (12) key informants selected by way of purposive sampling. Results revealed common organizational conflicts, strategies and suggestions based on the experience of the select key informants. The following organizational conflicts were culled out: Misinterpretation/Misunderstanding, Failure to Comply, Leadership Conflict, Professional Rivalry, Work Load Distribution and Undesirable Decision-making. On the other hand, the following are the common strategies applied to solve organizational conflict: Teambuilding, One-on-One Interaction, Portraying Positive Disposition, Identifying and Eradicating Root Causes and Policy Re-orientation. Lastly, the following are suggested by the key informants to lessen if not to solve organizational conflict: Socialization Activities, Collaborative Activities, Expert Advice, Helpful Attitude and Openness and Honesty.

The struggle within dual systems of government: dealing with conflict between traditional leaders and ward councilors in the greater Giyani Municipality in South Africa

IntroductionCurrent frameworks of conflict resolution have shown only partial success, particularly in the context of local municipalities where conflicts persist. There is a pressing need for context-specific framework that address leadership conflicts while fostering peace.MethodsTo address the lack of progress in resolving conflicts, this study identifies major challenges undermining the assimilation and implementation of objectively informed conflict resolution strategies. A purposive sampling method was employed to select 33 respondents from the Greater Giyani Municipality. Data were collected through semistructured interviews and analyzed using statistically established matrix scoring procedures. ATLAS.ti software was utilized for data analysis.ResultsWithout claiming to be exhaustive, this paper highlights examples of externalities that threaten the coexistence of the dual system of governance in South African communities, with a focus on leadership conflict and unsustainable peace. Factors contributing to conflict escalation include capacity constraints, lack of inclusive, bias, divisive decision-making and contested court decisions.DiscussionThe study underscores the importance of addressing these challenges to foster effective conflict resolution. It emphasizes the need for the scientific community to provide critical information necessary for responding effectively to these challenges.ConclusionTo enhance conflict resolution in local municipalities, it is imperative to develop context-specific frameworks that address underlying challenges and promote sustainable peace. This requires concerted efforts from both researchers and practitioners to provide the necessary insights and strategies for resolution.

Ecclesial conflict management

In Acts 15:36–41 a moment of conflict between Paul and Barnabas leads to the separation of these two early church leaders. In this article I argue for the validity and, indeed, the wisdom of healthy separation as an approach to ecclesial leadership conflict management. Even though healthy separation does not necessarily lead to the immediate or eventual restoration through the transformation of the relationship, it can serve as a source of hope, encouragement, and support for individuals facing situations of hopelessness as a result of unhealthy and unbearable conflict in ecclesial leadership. Given the eschatological nature of reconciliation, healthy separation is also presented as an approach to conflict management in ecclesial leadership which creates an opportunity for growth, transformation, and at least the possibility of the future restoration of the relationship.

Political Crisis in Nupe Kingdom of Nigeria, 1800 – 1857: The Rise and Fall of Mayaki Umaru Bahaushe – The Etsu Nupe That Never Was

One of the fundamental outcomes of the 19th century Jihad in Nigeria, led by Usman Ibn Fodio, was the establishment of a Caliphate, Emirates and Emirate system of government in Northern Nigeria. Not less than thirteen of such Emirates were established in the area on the basis of “Islamic” principles. Each Emirate so established was led by an Emir, supported by a Council of Elders and Advisers, as well as, Traditional Title Holders. The appointment of the Emirs must be approved and endorsed by the Head of the Caliphate – the Sultan with his Headquarters at Sokoto before the division of the Caliphate into Eastern and Western parts. While Sokoto, after the division remained the Headquarters of the Eastern part, Gwandu became the capital of the Western part of the caliphate. Among the Emirates constituting the Eastern part were Rano, Kano, Zaria, Katsina, Hadejia and Bauchi, while those of the Western portion were Nupe, Kontagora, and Ilorin. This paper attempts to discuss the Emirates in Nupeland, their establishment, problems associated with their consolidation, arising from internal and intra – leadership conflicts among the Jihadists, on one hand, and between them and Indigenous Nupe rulers under Tsoede, the founder of Nupe kingdom and dynasty, on the other. It also examines the circumstances leading to the emergence of a brave and popular war commander, Mayaki Umaru Bahaushe to “usurp” or to assume the position of Etsu in the Emirate of Raba following the attendant crisis and political instability.

The Realignment of Poqo as the PAC: A Remedial to South Africa’s Apartheid and Post-Apartheid Liberation Historiography

Post-apartheid South Africa’s liberation historiography has been constructed and curated in a manner that influences public and collective memory to assume that only one specific liberation movement (the African National Congress) was involved in the South African liberation struggle. The Pan Africanist Congress (PAC) and its military wing, the Azanian People’s Liberation Army (APLA), have largely been given perfunctory attention or ignored because of bias and the selective politics of memory. In instances where the history of PAC or APLA is given some attention pre and post-apartheid, the focus has been mainly on uPoqo as the paramilitary wing of the PAC, or on the leadership conflicts within it, at the expense of interrogating other important aspects within the movement. This article explores the development of the term Poqo, mapping its roots from the shorthand for “Umbutho wama-Afrika Poqo.” It then shows that the prohibition of the PAC in 1960 after the Sharpeville massacre led the movement to operate under the auspices of Poqo, an underground name. Furthermore, this article demonstrates that Poqo was not a paramilitary wing of the PAC but is/was the PAC itself in another form. Ultimately, this historical and historiographical contribution seeks to achieve a re-alignment of Poqo in South Africa’s post-apartheid history writing and public memory.

Impact of Mediation on Conflict Resolution in Sudan

Purpose: The study sought to analyze the impact of mediation on conflict resolution in Sudan
 Methodology: The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library.
 Findings: The results show that mediation can be a valuable tool for resolving conflicts, as it offers the parties involved greater control over the outcome of the dispute and can often bring about a peaceful resolution in a shorter period of time. Mediation has had a positive impact on conflict resolution in Sudan. It has enabled the parties involved in the conflict to engage in dialogue and reach mutually acceptable solutions, while also promoting compromise and cooperation. The agreements reached through mediation have provided a basis for the implementation of the CPA and have helped to address some of the underlying causes of the conflict.
 Unique Contribution to Theory, Practices and Policies: The principled negotiation theory and transformational theory may be used to anchor future studies in the conflict management sector. The study results will also benefit other stakeholders such as the policy makers as well as researchers and scholars from different parts of the world. The top management of conflict management sector in the country will also use the study findings to improve conflict resolution strategies in all their activities and programs. The study recommends that the adoption of effective mediation policies in the leadership conflict management sector will help to improve efficiency in their major operations and activities.

5년단임 대통령제의 명암과 정부형태 개헌의 방향

The greatest achievement of the 5-year term presidency under the 1987 Constitution, which was the product of the June Democracy Movement, was breaking the cycle of dictatorship that had persisted since the enactment of the 1948 Constitution. The isolation from the era of dictatorship became an important foundation for abolishing the legacy of authoritarianism that had taken root throughout Korean society. The 1987 Constitution has had a profound impact on the political, economic, social, and cultural spheres. Since 1987, South Korea has experienced four regime changes, and democracy has matured. Transparency in society as a whole has improved through systems such as disclosure of public officials' assets, real-name financial transaction system, and confirmation hearings for public appointments. The elimination of authoritarianism has also had a positive impact on the economy and culture, leading to economic development and the growth of the cultural industry. As the era of state capitalism comes to an end, global companies are emerging in South Korea, and the era of censorship comes to an end, South Korea's cultural industry has begun to gain global influence.
 Despite the clear achievements of the 5-year term presidency under the 1987 Constitution, there are also significant issues that need to be addressed. These include corruption and malfeasance among the President's inner circle, the damage caused by excessive concentration of power in the hands of the President, the incompetence of the President, problems in the relationship between the President and the National Assembly due to issues in election cycles, and political polarization caused by factional leadership conflicts.
 I would like to propose a Korean-style presidentialism as a constitutional amendment to solve these problems. Specifically, the term of office of the president elected by a runoff vote shall be changed to a four-year mid-term system, but the election cycle shall be adjusted to elect members in half in the early general elections and mid-term elections, respectively. This would give citizens the opportunity to evaluate the President and the National Assembly through two parliamentary elections. Introducing a vice-presidential system could lead to new problems, so it is preferable to maintain the Prime Ministerial system, but if the National Assembly has the power to recommend the Prime Minister, they could play an active role in the appointment of the Prime Minister every two years, in the event of an opposition party victory in a parliamentary election. This could also enable the formation of a coalition government between the ruling and opposition parties. In addition, it is necessary to reduce the President's authority to appoint constitutional officials and to expand the influence of the National Assembly.

A Critical Review of the Leadership Ethics of God's Servants in Resolving Church Leadership Conflicts

Ethics and leadership are two things that cannot be separated from a leader, both a public leader and a Christian leader. The pastor is a servant of God as well as a leader of the people or congregation. The life of a servant of God or a church leader must be an example for those he leads. A leader must equip himself with various competencies needed in ministry for the development and growth of the church. A leader must have pedagogical competence, professional competence, personal competence, social competence and spiritual competence.

Distributed Leadership, Teacher Autonomy, and Power Relations Between Headteachers and Teachers Under Low-Stakes Accountability Conditions: An Ethnographic Account from Switzerland

Distributed leadership is propagated internationally as an effective means to improve teaching and learning in schools. Increasingly it is acknowledged that practices of distributed leadership depend on its context, not only on the school level but also on the larger governing conditions. This article discusses how distributed leadership is put into practice within a “loose” governing regime with low-stakes accountability. The example is taken from Switzerland, where the strengthening of leadership is one of the core instruments of New Public Management reforms, while high-stakes accountability instruments have not been implemented. By taking a governmentality perspective, the article analyses the (self-)governing practices that distributed leadership generates between headteachers and teachers in a primary school. It argues that a “loose” accountability regime produces an opaque field of power relations, in which the self-governing imperative of distributive leadership conflicts with claims of traditional teacher autonomy.

Getting Ahead While Getting Along: Followership as a Key Ingredient for Shared Leadership and Reducing Team Conflict.

Followership and leadership provide two distinct but complementary sets of behaviors that jointly contribute to positive team dynamics. Yet, followership is rarely measured in shared leadership research. Using a prospective design with a sample of leaderless project teams, we examined the interdependence of leadership and followership and how these leader-follower dynamics relate to relationship conflict at the dyadic and team level. Supporting the reciprocity of leader-follower dynamics, social relations analyses revealed that uniquely rating a teammate higher on effective leadership was associated with being rated higher by that same person on effective followership. Additionally, team members with a reputation as an effective leader also tended to be viewed as an effective follower. As expected, team levels of leadership were tightly linked to team levels of followership. Connecting these results to relationship conflict at the dyadic level, we found that uniquely rating someone as an effective follower or an effective leader would decrease the likelihood of experiencing interpersonal conflict with that person and that having a reputation for effective followership or effective leadership relates negatively to being viewed as a conflict hub within the team. Finally, effective followership was significantly negatively related to team levels of conflict, but we did not find a significant relation between effective leadership and relationship conflict at the team level. Our results highlight that followership is not only a necessary ingredient for high levels of shared leadership to exist within a team, but it underpins more functional team interactions.

Pioneers of African Initiated Churches (AIC) as actors of development: A case of Paulos Matsea Mureri of the United African Apostolic Church (UAAC) and community development

The role of Africans, those associated with African Initiated Churches (AIC), in spreading the gospel, which contributed to human development, has not been fully recognized even in the current political dispensation in South Africa. Most literature has given specific focus to the western missionaries and their approach to the gospel has been widely accepted as the way of the gospel. The establishment of AICs such as the United African Apostolic Church (UAAC) initiated by Matsea Paulos Mureri display an unignorable phenomenon in terms of the contribution he made as a gospel crusader and actor of development within and outside his community. Through the seed that Matsea Paulos Mureri planted, the church has grown to over a million members internationally. He comes from a generation that experienced the emergence of the Pentecostal movements which shaped the African Initiated Pentecostal Churches (AIPC) and they have survived a century of various marginalization. Unlike Evangelical and Pentecostal movements, their contribution to human development has been recognized through their contribution to education and health sectors. However, human development concept is much broader. In terms of Paulos story, important questions are asked in reflection of some of the challenges which continue to confront the AICs particularly in the area of succession. Like most of the AICs, the UAAC has not been spared from disputes and splits which have confronted most AICs since their inception. Some of the imperative questions asked is whether the leadership conflicts and disputes which surround the AIC’s are real leadership disputes or are polygamous conflicts which are disguised under church leadership battles. Secondly, a question is raised about the contestation of two opposing cultures i.e. the African unwritten law versus the western written law on the rights and privileges of adopted children in terms of succession. Although the two question may sum up the kind of legacy that Matsea Paulos Mureri left in his quest to be a gospel distributor, it does not erode his contribution to human development.

Operation Jungle Fire: The Consolidation of the Liberians United for Reconciliation and Democracy

Drawing on 15 months of ethnographic fieldwork, this article investigates the cooperative consolidation of the Liberians United for Reconciliation and Democracy (LURD), a rebel movement that in 1999-2003 sought to rid Liberia of President Charles Taylor. The LURD faced many obstacles to consolidation, including a history of ethnic fragmentation and infighting, leadership conflicts, lack of territory inside Liberia, and a paucity of resources. Yet, despite these hurdles, the LURD succeeded in forging a coalition that lasted just long enough to oust Taylor. It did this by adopting three maxims that emphasized institutional learning, interethnic power sharing, and Guinean sponsorship.

고린도전서 4:1-2에 나타난 고린도교회의 사회적 정황과 리더십 갈등

본 소론의 목적은 고린도전서 4:1-2에 나타난 고린도 교회의 사회적 정황을 재구성하고, 이러한 정황에 놓여 있는 교회를 향해 보내진 본 서신, 특히 고린도전서 4:1-2 본문이 어떠한 의미를 가지며, 그 역할이 무엇이었는가를 고찰하려는 것이다. 고린도에 바울이 설립한 고린도 교회는 바울이 떠나간 이후에 아볼로가 리더십을 승계하여 교인들을 양육하였다. 하지만 아볼로가 고린도 교회를 떠난 이후에 고린도교회는 리더십 갈등으로 파당을 짓고 분쟁을 일삼았다. 이러한 파당과 분쟁이 지속되는 고린도교회에 서신을 보냈다. 고린도전서 1-4장 단락이 포함된 서신을 보내는 바울은 아볼로를 동역자로 묘사하기도 하면서, 동시에 바울이 놓은 토대 위에 일하는 자라고 언급한다. 바울은 본 서신에서 아볼로를 동역자로 인정하면서도 자신이 먼저 된 자임을 시사한다. 이러한 보도에는 4:1의 ‘우리’, 곧 바울을 포함한 사도들이 고린도 교인들에 의해서 평가를 받고 있는 정황을 반영한다. 이와 같이 판단 받는다는 것은 고린도전서 1-4장에 반영된 고린도 교회의 문제인 파당을 짓고 분쟁을 일삼는 교회의 상황과 일치한다. 왜냐하면 고린도 교회의 교인들이 파당을 짓고 분쟁을 일삼게 된 것은 어떤 다른 이유보다도 고린도 교인들이 바울을 포함한 사도라 칭할 수 있는 리더십들을 판단하는 데서 기인하기 때문이다. 이러한 판단의 결과, 고린도 교인들은 자신의 기호에 따라 파당을 짓게 되었고, 자신이 속한 파를 주장하며 자랑을 일삼고 있었음을 볼 수 있다. 이에 대해 바울은 고린도 교인들로 하여금 자신을 본받아 서로 동역하는 자가 되고, 리더십인 사도들에 대한 판단을 주님의 오시는 날까지 중지할 것을 촉구한다.

Sh.Rashidov Personality And National Leadership Conflicts

In this article, the period of the kingdom of the Soviets of our history, the years of kataghan are full of sad events and mourning events, the period of our people's nation as a nation, which has been pinned, humiliated and trampled upon. The essence of the Soviet totalitarian system, in which the state administration is centralized and has a commanding character, the essence of the policy of which full state control over political, social, economic, cultural, educational spheres is established, is revealed.

Communication barriers between basic scientists and clinicians in regenerative medicine: A qualitative study from Iran.

Cell-based therapeutics are among the latest advances in health care technologies. The rapid evolution of stem cell science in Iran has necessitated the application of scientific achievements in clinical settings. However, various issues hindered their translation, in particular, impediments in the interactions of basic stem cell scientists and clinicians. We highlighted the impediments in the interactions of stem cell scientists and physicians involved in the opinion of professionals from both groups. This qualitative research was conducted with thematic analysis, performed by purposive sampling. Thirty-two distinguished stem cell scientists and clinicians were interviewed to identify their perspectives on this matter. MAXQDA 2018 was used to classify the axial codes based on factors related to communications inefficiencies. The analysis of coded data recognized 18 subthemes and six major themes. Central themes include different registers of the two parties, counterproductive clusters hampered networking, external communication barriers, the competition to access resources, leadership conflicts, and the dissatisfaction of stakeholders with their share. Most of the impediments were seemingly global, for example, the incoherent medical and basic science educational systems, the vulnerable career path of physician-scientists, and an increasing tendency towards overspecialization. However, some local specific issues were also described, for example, limited funding opportunities and the negative impacts of the division of medical education from the ministry of science, research, and technology in Iran. Proposed interventions include the reinforcement of physician-scientist programs, designing a distributed leadership model, and bringing back the scientific integrity to higher education in Iran.

The Mueda Massacre Retold: The ‘Matter of Return’ in Portuguese Colonial Intelligence

In 1959 the Portuguese consul in Dar es Salaam received a written request for the collective return of Makonde migrants to northern Mozambique. This request was then made in person by leaders of mutual help associations to the administrator of the small town of Mueda, opening an incident that would culminate in the infamous massacre of 16 June 1960. The origins of that event have been buried both by the Portuguese will to deny the violence and by the heroic narrative propagated by the national liberation movement. This article delves into the records that colonial intelligence amassed around the rise of subversion in the Makonde precinct. Its objective is to produce a more complex rendering of the trajectory that led from the request itself to violent repression. Intelligence reports produced in the heat of events offer an opportunity to open up the narrative of the Mueda event, to look at it not as the starting point of a teleology of national liberation but as a moment of uncertainty and possibility generated by tentative plans for a federation of independent east African states and by the racial tensions inherent in the transition to Tanganyikan independence, and influenced in its unfolding by individual initiative, ambition, leadership conflicts, adventurism, cowardice and chance.