Elders of “institutional” church organizations listen to the complaints and read the pulse of the group in order for that organization to continue. The work is dependent on the contribution of its members and the contribution of the members is dependent on their satisfaction with the decisions of the eldership. The eldership is placed in a position of making members happy and controlling any dissenting view that may disturb the peace. To keep the peace, it is required that they have greater control over the business decisions of the congregation. This can easily evolve into elders becoming a Department of Human Relations (HR), being more concerned with keeping the membership happy. A great cause of alarm and nervousness is when people start leaving because of discontentment. The fall-guy is the hired preacher. If the church is at its lowest in attendance, the preacher often receives the blame, and once again the elders may assert their alleged authority and fire the preacher for the good of the congregation. Some may want him while others do not but his work is critical to the happiness of the membership. The preacher is under constant scrutiny as individuals judge his performance. After all, if we are going to pay someone a good salary, we should make sure he’s worth the money we are giving him. All attention and focus are on him. Questions are raised like “what will he do next?,” or “Why doesn’t he do this?” Comments like “He’s not a very good visitor!”, “His sermons are so shallow”, or “I can’t follow his sermons” are constantly heard. Since he is so dispensible, if his performance is not satisfactory, you can always hire another preacher who can raise enthusiasm. With this arrangement, little attention is given to the elders and their work. What are their goals, objectives, and work? What are they doing and who are they visiting? Little or no thought is given to removing them from their office if they are not doing the work. In the event of complaints concerning an elder, much confusion exists on how to get him to rescind his position. This repeated preacher cycle is common-place among local church organizations.
The largest dysfunction is the most fundamental problem that is never questioned. The reason you find none of this in the Scripture is because the church is not an organization ruled by CEO’s, managers, and professionals who hire and fire employees and make policy for the organization. Such problems described above do not exist in the absence of the church organization/institution. As a result, we have no instructions on how to fix some problems because the presumed arrangement didn’t exist. Even if it could be shown that today’s elders could be equal to the task of Spirit-guided shepherds, wouldn’t it be best to do the work God’s way and assume the primary role that is given all shepherds — teaching?
This leadership of inept shepherds is further complicated by the influence of skilled teachers in Colleges, and periodicals. Naturally, knowledgeable men among these lecturers, Presidents, and editors could sway an eldership of a local church organization. This is not to malign the motives of these men but to note that well-intentioned or not, these men represent an even greater hierarchy of influence over the local church organizations. The ironic difference is that these men use the very method of persuasive teaching that the shepherds should be using in their “rule.” This scenario is worsened when political influence that glorifies man and increases their position among peers is at work. The right association with certain men, colleges, and papers gets the attention needed to accomplish personal agendas and goals. Once started on this slippery slope, the pressures from popular demand and expectations of powerful men make it difficult to turn back.