Safety
The question of physical safety was never raised by anyone; no one reported that they felt physically threatened. However the question of emotional safety was raised. A member of the Administration Team made it quite clear that Mr. Pepper was not in an emotionally safe place on the Leadership Team at Dorion Bible Camp. In addition, others expressed they felt threatened by Mr. Pepper. Although the crisis in May brought a new focus to the notion of safety, it did not begin with the crisis; they were aware of it long before the crisis. It is my recommendation that sessions be facilitated by a qualified and experienced mediator, in which the question of present safety be addressed and a process agreed upon whereby future issues of safety be confronted in their seminal states.
Trust
This need is based on the premise that the choices one makes are valid and are validated by others. When choices are taken away and when individuals are not allowed to choose, they lose trust in themselves and often lose trust in those who took the choices away. The questions raised by this crisis are questions of interpersonal trust over issues like, "When employees of CSSM would like to improve the efficiency of the camp operation by suggesting a change in their job description, how exactly is this to be done in a manner which will sustain the personal and interpersonal trust and will improve the operations of the camp in the long run?" Repeatedly it was said about this crisis that Mr. Pepper had made a choice about his job description which he was not in a position to make. It would seem reasonable that from time to time cognizant and committed people will arrive at new and better ways to work the camp. There does not appear to be an agreed upon method and practice for this to occur. It is therefore recommended that a process be set in motion which will allow for smooth and efficient changes to be made in roles, tasks and job descriptions.
Control
This need is based on the premise that individuals have and realize a sense of self-control and also have a sense of being able to control their outcomes. Allegations were being made that Mr. Pepper used forms of undisciplined behavior to "get his way." Subsequently comments and allegations were being made such as "we have been tippy-toeing around Richard for too long." It appears unfair on every one's part that on the one hand these alleged behaviors be allowed to go on for too long with no one standing in and taking the lead in stemming the alleged behavior. At the same time and on the other hand it is a fact of human behavior that irresponsibility continues because it is allowed: responsibility of the individual is inseparable from the responsibility of the group. If the community allows it the behaviors continue. It is therefore recommended, that in the presence of a mediator these alleged behaviors be clearly defined and that a process be set in motion to reconcile over the issues of the past and confront future issues of this nature on an ongoing premise.
Significance
This is based on the premise that everyone needs to be valued, esteemed and prized as an individual. When safety, trust and control needs are unmet for any length of time it erodes the way in which individuals perceive and value each other. This clearly has occurred in this case. The flood of critical comments coming from self-confessed angry folks who do not want Mr. Pepper to return is ample testimony to the fact that the leadership of Dorion Bible Camp does not value their workers equally. This is a primary issue to all concerned. No other needs can be met until this one is addressed. Clearly the solution is not found in turfing a member of the team out. Regardless of how long any of the members of the team stay on Staff this reconciliation needs to be done first. For the present good of Dorion Bible Camp and for the future life and growth of the camp it is highly recommended that this be the first order of work. If it is not done it will remain as a blemish on the camp for all time. We cannot teach and model grace if we do not practice it ourselves.
Belonging
The sense of belonging is that there is a place where we are wanted and a place where we want to be. The understanding is that we need to know and accept ourselves and others and need to allow ourselves to be known as well. To know and to be known are the highest levels of loving. The extent, of course, to which these occur depends to some degree on the definition of the relationship and the role which is expected. However, it is a consideration in every social setting. Knowing if and how one fits in is always an important issue. Belonging is a primary issue in the present crisis at Dorion Bible Camp.
Mr. Pepper has belonged in that setting for a long time. Many were the comments by other members of the team which suggested that they did not feel that he should belong; and furthermore, that they did not want him to belong. Under conditions of this nature everyone becomes increasingly guarded and the knowing and accepting of others becomes the exception. In addition, the desire to be known by others becomes so shallow that it is scarcely present. This is a situation which is waiting for a crisis to occur. It is my recommendation that under the direction of a mediator the Camp administration team organize special sessions for forgiveness and reconciliation to occur between those individuals who are not in acceptance of each other.