Aristide Research FINAL REPORT LWF Rwanda

LWF/ DWS Rwanda Country PROGRAM ASSESSMENT AND ANALYSIS OF CONFLICT MANAGEMENT AND TRAUMA COUNSELLING

EASTERN PROVINCE

TABLE OF CONTENTSTABLE OF CONTENTS...............................................................................................1

AKNOWLEDGMENTS................................................................................................3

ACRONYMS.................................................................................................................4

LIST OF TABLES & FIGURES...................................................................................5

LIST OF APPENDICES................................................................................................6

INTRODUCTION..........................................................................................................7

1. LITERATURE REVIEW...........................................................................................8

1.1. Genocide and its psychosocial consequences.............................................8

1.2. Counselling..................................................................................................9

1.3. Conflict management..................................................................................9

1.3.1. Cause of the conflict...............................................................................10

1.3.2. Intensity of the conflict..........................................................................11

1.3.3. Strategy for resolving the conflict..........................................................11

2. RESEARCH METHODOLOGY.............................................................................13

2.1. Research objectives...................................................................................13

2.2. Sampling methods.....................................................................................13

2.2. Data collection techniques........................................................................14

2.3. Methods of data analysis...........................................................................15

3. DATA ANALYSIS and INTERPRETATION........................................................15

3.1. Respondents identification........................................................................15

3.1.1. According to sex....................................................................................15

3.1.2. According to marital status....................................................................16

3.1.3. According to profession.........................................................................16

3.1.4. According to age bracket.......................................................................17

3.2. Trauma counselling..................................................................................17

3.2.1. People in needs of counselling...............................................................17

3.2.2. Requested counselling per month..........................................................18

3.2.3. Counselling impact in terms of trauma healing.....................................19

3.2.3.1. Positive image of tomorrow................................................................19

3.2.3.2. Coping up with the horrific events flash-back....................................19

Conducted by Mr. RUTAYISIRE KIBAKI Aristide P.O. Box: 4397 Kigali- Rwanda/ E-mail: [email protected]

Copyright © 2008 LWF/DWS Rwanda Country Program

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EASTERN PROVINCE

3.2.3.3. Social Self-fulfilment..........................................................................20

3.2.4. Difference between groups....................................................................20

3.2.5. Obstacles encountered during the counselling process..........................23

3.2.5.1. Insufficient training.............................................................................23

3.2.5.2. Lack of appropriate place for counselling...........................................23

3.2.5.3. Shortage of essential materials for counselling...................................24

3.2.5.4. Lack of follow-up activities................................................................24

3.2.5.5. Lack of time local administrative and Confessional representatives to

spend on counselling............................................................................24

3.3. Conflict management process...................................................................24

3.3.1. Conflict management indicators............................................................24

3.3.1.1. Supporting each other during daily life...............................................25

3.3.1.2. Forgiveness gained by offenders.........................................................25

3.3.1.3. Showing new socially positive behaviour...........................................26

3.3.2. Conflict resolved per month...................................................................27

3.3.3. Difference between groups....................................................................27

3.3.3. Obstacles observed during the conflict management.............................28

3.3.3.1. Poverty................................................................................................28

3.3.3.2. Insufficient training.............................................................................28

3.3.3.3. Insufficient trained people on conflict management...........................29

3.3.3.4. Lack of means for capacity building ..................................................29

3.3.3.4. Lack of didactic materials...................................................................29

4. GAPS ENCOUNTERED BY THE PROGRAMME...............................................29

4.1. Lack of effective mechanisms for follow-up activities.............................29

4.2. The small operational area in the district..................................................30

4.3. Luck of sufficient staff at the district level...............................................30

5. RECOMMENDATIONS.........................................................................................31

6. CONCLUSIONS......................................................................................................33

7. REFERENCES.........................................................................................................34

8. APPENDICES............................................................................................................i



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AKNOWLEDGMENTS

There were many individuals who made this work successful. Therefore, I ‘m

thankful to the many individuals who gave their time, energy and insights, and have

immeasurably added to the quality of this work.

In the first place, let me extend my heartfelt thanks to the Project Officer and the

entire Eastern province LWF Project Staff for their assistance during the research

process.

My thanks go to the Community Development Facilitators for their contribution at the

data collection phase, the trained people and the beneficiaries of counselling and

conflict management for the accurate information they gave us.

I’m also thankful to data field assistants for their hard working and care expressed to

the respondents.



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ACRONYMS

AVEGA : Association des Veuves du Génocide d’Avril 1994

D.R. Congo: Democratic Republic of Congo

LWF: Lutheran World Federation

M.D.: Mean Difference

MINISANTE: Ministère de la Santé

P: Probability

PTSD: Post Traumatic Stress Disorder

SPSS: Statistical Package for Social Science



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LIST OF TABLES & FIGURES

a. List of Tables

Table 1: Requested counselling sessions per month......................................................3

Table 2: Difference between districts in terms of counselling requesting...................21

Table 3: Defference in term of trauma healing indicators...........................................21

Table 4: Esteemed number of resolved conflicts per month........................................27

Table 5: Difference between districts in term of conflict management.......................27

b. List of Figures

Figure 1: Indicators of trauma healing.........................................................................19

Figure 2: Indicators of social fulfillment......................................................................20

Figure 3: Conflict management indicators...................................................................26



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LIST OF APPENDICES

1. Questionnaire for trained people (Community mediators and Community

based counsellors)

2. Ibibazo bigenewe abahuguriwe gukemura amakimbira no gutanga ubujyanama

ku ihungabana

3. Questionnaire for counselling and conflict management beneficiaries

4. Ibibazo bigenewe abahawe ubujyanama n’abakemuriwe amakimbirane

5. Questionnaire for community development facilitators

6. Ibibazo bigenewe uhagarariye LWF mu karere

7. Interviews guideline for community based counsellors, local administrators,

LWF partners and local conflict mediators.

8. Ingingo nkuru z’ikiganiro kigenewe abahuguriwe ubujyanama mu gufasha

abafite ihungabana n’ihahamuka, mugukemura amakimbirane no kuyakumira

babifashijwemo na LWF ndetse n’abafashijwe muri izo nzego.



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INTRODUCTION

The conflict among Rwandan started openly in 1959 when a party of Rwandan

citizens was forced to immigrate to neighbouring countries such as Congo (then

Zaire), Tanzania, and Uganda. As well, a number threatened people who stayed in the

country were the objects of physical and psychological torture. The conflict was

heightened and made worse by the media, political speeches and deprivation of the

basic human rights.

The lead up genocide was took place in 1973 and 1990 and ended with the events of

1994. During approximately 100 days, about a million Tutsi’s were killed and the

survivors lived in terrible conditions. Especially hard hit were orphans, widowers,

aged people and women. Some citizens fled towards D.R.Congo, Tanzania and

Burundi. The highest number of them were in D.R. Congo under hostile conditions so

that it was difficult to survive. Others were confined to jail behind bars. Even when

the war was over, the conflict continued. Therefore, the emergency intervention was

much needed in order to contribute to the conflict management and trauma healing.

A programme related to conflict management and peace building was started and

implemented in order to rehabilitate the social solidarity and cohesion of a society

extremely torn by the war and genocide of 1994.

Therefore LWF launched their activities in conflict management and trauma

counselling. Nowadays, the project is operational in the following districts of Eastern

Province: Bugesera, Kayonza, Kirehe and Nyagatare. Presently, the LWF needs to

evaluate their achievement in order to improve their activities. This report is a

summary of the psychosocial component achievements, the gaps and the way to

address the activities in the future.



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1. LITERATURE REVIEW

1.1. Genocide and its psychosocial consequences

After the 1994 genocide of Tutsis and moderate Hutus, every body in Rwanda was

psychologically unsafe and relationships between citizens were deteriorating.

Consequently, a gap between victims and perpetrators involved in the genocide

increased. This social dynamic could make a further genocide or a new civil war

possible.

According to Staub, E. (1999), the word genocide was coined in 1944 by a Polish-

Jewish lawyer Raphael Lemkin. He formed it by combining geno-, from the Greek

word for race or tribe, with -cide, from the Latin word for killing.

Furthermore, genocide was clearly defined by the United Nations convention on

December 9, 1948 quoted by Staub, E. (2000) in the following words.

Genocide “means any of the following acts committed with intent to destroy, in whole

or in part, a national, ethnical, racial or religious group, as such:

(a) Killing members of the group;

(b) Causing serious bodily or mental harm to members of the group;

(c) Deliberately inflicting on the group conditions of life calculated to bring about its

physical destruction in whole or in part;

(d)Imposing measures intended to prevent births within the group;

(e) Forcibly transferring children of the group to another group.”

So, Genocide can be defined as a coordinated and a systematic plan of various actions

aimed at the destruction and extermination of essential foundations of the life of

national, social or another kind of group with the similar characteristics.

Genocide results in social and psychological damage of survivors. Survivors are

traumatised at different levels and mental disorders occur as long as adequate

interventions are not found. An appropriate intervention is the psychotherapeutic



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approach which is community based. The importance of this approach is that it

focuses on the real needs and problems of the beneficiaries.

Roxane, L. (2000) said that, to the social dynamic, if not addressed, becomes worse

and worse so that it can sometimes lead to open violence or mass killing. Roxane

revealed that solving the problem at its root is resolution to peace full coexistence.

So, counselling, conflict management and education for peace must be adressed.

1.2. Counselling

According to Tourette-Turgis (1996), counselling is the process by which a

professional counsellor gives advice or assistance to a person with problems or

concerns. She indicates also that counselling can be specific for mental or emotional

distress of a patient or relative of a patient, for patients being treated for cancer or

other health conditions, for persons concerned about the genetic risk of disease, or for

grief of individuals suffering from feelings of sorrow after a loss, such as the death of

a loved one. In Rwanda, counselling was necessary because of psychosocial damage

of genocide survivors and other victims of war. A number of Rwandan are suffering

from PTSD because they witnessed terrible and inhuman kind acts. In addition of this,

the heart of Rwandese society was destroyed. Wounds sometimes reopened by

different situations notably the new killing of genocide survivors and the testimonies

delivered during Gacaca (traditional court). MINISANTE (2004) and Uwanyirigira,

E. (1999)

The devastating impact of genocide was seen at different levels of the society. That’s

why personal counselling without counselling community based could be significantly

irrelevant. Schellenberg, J.A. (1996) mentions that approach is related to how people

help each other to deal with psychosocial problems and challenges of everyday life. It

also promotes contact of the groups involved in conflict.



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1.3. Conflict management

Prior to talking about conflict management. Conflict should be defined according to

Mayer, B. (2000) as an adversarial relationship or a disagreement between two or

more persons, between groups, regions or even nations emanating from different

perceptions and interests. Such conflict may be intra-personal as result of internal

disagreement within a person. Also Lumusden, M. (1973: 73) noted that conflict

occurs when two or more people or organizations disagree because their needs, wants,

goals, or values are different. Hurt feelings, anger, bruised egos, and poor

communication are all the precursors to conflict.

Mayer, B (2000) indicates that a conflict contains three elements, all of which must be

present in order for a conflict to exist. Firstly, there is a specific perception on part of

one or more of the people involved in the conflict. The perception may or may not be

accurate, but it is held by the conflicting parties. Secondly, the perception is generally

negative. One party believes the other party is going to do something that will have a

negative impact in some direct or indirect way. Finally, the issue surrounding the

conflict must be something that both parties care about. If one person does something

that the other person doesn't care about, then a conflict does not exist.

However, the conflict does not have to continue.. Tools have been developed that help

recognize conflict and deal with it so that a group or team can move on, stronger than

before. Cohen, H. (1980)

Cohen goes on to say that to manage conflict, there are three steps one should take to

initiate an effective conflict resolution process.

1.3.1. Cause of the conflict

The first and most important step in the conflict resolution process is to clearly

understand the specific cause of the conflict.



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Generally speaking, the cause of any conflict will fall under one or more of the

following categories:

Information: people have the same data or facts about the conflict from different

points of view.

Process: people agree or disagree on how something should be done to solve the

conflict.

Values: people differ in their basic beliefs, views; and styles; people differ in their

personality, communication or work styles.

We have to keep in mind that the biggest reason for unsuccessful conflict resolution is

failure to accurately identify the true cause of the conflict.

1.3.2. Intensity of the conflict

Once one has a good idea of the main cause of the conflict's main because, one needs

to understand its level of intensity. Specifically, one must answer two questions.

First, how interested is each party in resolving the conflict? The resolution process

will only work if both participants are willing to address the conflict. Second, how

firm or flexible will each party be during the conflict resolution process? The more

flexible each person is, the greater the likelihood of achieving a "win-win" outcome

where a mutually satisfying resolution can be found.

1.3.3. Strategy for resolving the conflict

There are four basic conflict resolution strategies, each leading to a specific outcome.

Collaboration is designed to help the conflicting parties work together to find

mutually advantageous solutions to problems so that each person is satisfied with the

outcome. Domination is a strategy in which one of the conflicting parties tries to

"win" the conflict by forcing his or her solution on the other. In this case, one party

gets what they want (and wins) while the other party does not (and loses).

Accommodation is just the opposite. Here, one of the conflicting parties is willing to

sacrifice their desired outcome and give in to the other disputant. It is more important

to them to maintain harmony and keep relationships intact. Avoidance, the final

conflict resolution strategy, focuses on avoiding the conflict altogether. The parties



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do not do anything to resolve the conflict and therefore neither person is likely to get

the outcome they desire (so both lose). Collaboration is by far the most desirable

strategy because it not only requires the conflicting parties to work together to find a

mutually satisfying solution, but it tends to facilitate outcomes which benefit the

organization as well.

In post-conflict situations, every body (especially those struggled for peace)

is called upon to make a contribution through reconstruction, rehabilitation,

demobilisation and reintegration programmes. In this context, conflict management

means both working through or healing the wounds of the past, and seeking a

common, and sustainable future.

Traumatised individuals need therapy; justice demands that war crimes be

investigated, and even that the perpetrators be brought before a court of law and

punished; a government of “national reconciliation” can only be achieved with this

focus.

Sometimes, it is difficult for conflicted parties to be in contact. Until then, the conflict

resolution may not achieved. Bertrand Russell (1916: 37) suggests that “But war will

only end after a great labour has been performed in altering men’s moral ideals,

directing them to the good of all mankind and not only of the separate nations into

which men happen to have been born.”1

Then, one of the successful resolutions is communication for behavioural change

through peace education. Thanks to, for example mass media. In the case of Rwanda,

most citizens can be reached by debate on local or national radio stations.

The dissemination of information via media is crucial for influencing communities.

Media with low dissemination are significantly restricted from communicating to the

wider public and, in that regard, affecting public opinion.

1Hill, R. (1995). Overview of dispute resolution. Available from http://www.oikoumen.com/ arbover.html accessed on December 28th, 2007



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2. RESEARCH METHODOLOGY

Research methodology is the way in which the findings of this survey are reached. For

this study, I used both quantitative and qualitative methods. I used the first one to

assess the magnitude the LWF activity at the field. Then I completed this one by the

particularly case through the second one.

2.1. Research objectives

1. a. Identifying the community based counselling impact in terms of

reduction of trauma within project communities.

b. Identifying the community based people impacted in terms of conflict

management.

2. Determining the positive change in terms of good communication and

community interaction.

3. Showing what LWF should do to improve conflict management and

trauma healing programme.

2.2. Sampling methods

In terms of sampling I used random sampling to choose community beneficiaries.

This means that every beneficiary had the same chance to be selected. Furthermore,

the sampling from the expert’s helped to select among ecumenical confessions

partners, local administrators, local conflict mediators, conflict managers, community

based counsellors, counselling beneficiaries, and the people who were helped. This

kind of sampling means that the researcher chooses a panel of individuals known to

be expert in a field. Expertise is any special knowledge, not necessarily formal

training.

According to Javeau C. (1971) the sample number must be at least 20%. I used this

formula to identify the sample.

The questionnaire and the interview protocol (to facilitate the focus group) were the

first instruments of collecting data and were translated into Kinyarwanda in order to

make the respondents’ task easier. Before, we administrate the questionnaire, I carried



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out a pre-test. This was important because it helped to prepare the questionnaire

according to the field reality. To be selected as respondent, we required a personal

agreement, as expected by research ethics.

The research sites were the Districts where LWF is operational in Eastern province:

Bugesera, Kayonza, Ngoma, Kirehe and Nyagatare.

2.2. Data collection techniques

The techniques that were applied in this research study included mostly mainly

interviews and questionnaires and focus group discussion.

Before making a final survey, I carried out a pre-test on a limited number of research

participants in order to improve the questionnaire according to field reality. I conduct

this pre-test in Ngoma District.

The questionnaire was administrated to the community based counsellors, conflict

mediators, the beneficiaries of the programme and the Community Development

Facilitators. The respondents were asked to answer by the answer of his/her choice.

The descriptors are listed below:

1: always

2: occasionally

3: rarely

4: never

The counsellors, ecumenical partners and local leaders were asked their point of view

through interviews in order to explain the programme’s impact and what improvement

was required so that the objectives could be reached. We used a focus group

discussion, and included various respondent categories better understand the conflict

resolution process and the impact of counselling.



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2.3. Methods of data analysis

The statistical package used was SPSS software. Statistical analysis by frequencies

and percentages for qualitative data and analysis of variance and, post hoc analysis

using Benferoni. Then, the comparison method was importance at the interpretation of

results stage.

3. DATA ANALYSIS and INTERPRETATION

Before the data analysis, I presented the respondents identification. We worked with

the people I involved in community counselling and conflict management training, the

beneficiaries of trauma counselling and conflict management and Community

Development Facilitator. Apart from the Community Development Facilitator, I

classify the respondents according to sex, profession and marital status.

3.1. Respondent’s identification

3.1.1. According to sex

Among respondents, there are 15 males (68%) or about two thirds and the 7 females

(32%) or about one third. These figures show that males are more likely to access the

LWF conflict management and trauma counselling program.



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3.1.2. According to marital status

In terms of marital status, married respondent are over half,the simple 14 (64%).

Others are respectively single 3 (14%), widow 4 (18%) and separated 1 (4%). In terms

of profession, farmers are 15 (68%), they total two thirds against one thirds of others.

married

single

widow

separated

marital status

3.1.3. According to profession

farmers

workers

private

Others

profession



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The profession categories are administrative workers, 1 (4%); private, 2 (9%) and

others, 4 (18%). Others include small sellers, pastors, carpentry joiners and builders.

3.1.4. According to age bracket

In terms of age bracket, there are six people (27%) between 31 and 35; 5 (23%)

between 36 and 40; 4 (18%) between 41 and 45; 3 (14%) between 46 and 50 then 4

(18%) are 51 and above year old. This figure shows that there is not any teenager in

the LWF conflict management and counselling program.

3.2. Trauma counselling

To show indicate trauma healing after counselling, I found different data than from

questionnaire counselling beneficiaries, trained counsellors and LWF Community

Development Facilitators in the five districts of Eastern Province where the project is

operational. This information was gethered by the Focus Group Discussion.

3.2.1. Finding out who need counselling

According to counsellors, they find people in need through four main ways: Requests

by persons in need, identifying persons in need, from a person caring for someone

who is in need and during the commemoration of the 1994 genocide.



According to age bracket

31-3536-4041-4546-5051 and above

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A short period after training counsellors, counsellors found the people in need of

counselling came to request because counsellors were trustworthy in the society. For

instance, pastors, evangelists and righteous people were trained counsellors. By the

time the needy come from counselling they knew the counsellors. 81 % of

counselling beneficiaries assert that they had requested it before it happened.

Also, people in need of counsellors got information about where to get counselling by

counsellors by being made aware of it. 92 % of people were informed by counsellors,

7 % by friends and relatives. This means that they got the information directly or

indirectly through sensitization. “It was after ‘umuganda’ when I heard the pastor of

the Restoration Church speaks on trauma and how to help traumatized people. Then, I

was excited and went to contact the pastor in order to get an appointment. Now, it is

popular that the pastor is counsellor” Said a young woman from Ngoma District.

Counsellors can identify somebody in need by symptoms which they studied and

witnessed during the commemoration of the 1994 genocide. The first situations rarely

occurs and the second case is obviously periodic. The community based counsellor of

Kirehe District said: “We almost never identify people in need but we prefer

sensitization so that they become aware of trauma, then they can come towards us

and they came because of sensitization or we were seen caring for traumatised people

during the commemoration of 1994 period and the information is spreading.”

3.2.2. Requested counselling per month

Table 1: Requested counselling sessions per month

District Mean of requested counselling per month

Ngoma Between 5 and 10

Kirehe Between 5 and 10

Kayonza Between 0 and 5

Nyagatare Between 0 and 5

Bugesera Between 5 and 10



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3.2.3. Counselling impact in terms of trauma healing

Indicators of trauma reduction

Positive image fortomorrow

Coping up with thehorrible image

Social self fulfilment

Figure 1: Indicators of trauma healing

The achievement of counselling based on community is particularly noticeable

through the following indicators: Positive image of tomorrow, coping up with the

horrific events flash-back and social self-fulfilment

3.2.3.1. Positive perception of future

Among three core indicators mentioned by community based counselling

beneficiaries, the first one is the restoration of positive image of the future. This is

acknowledged by 42%. This is a significant percentage and the following words show

how ambition was restored. “Before counselling, my life was meaningless that is why

it was difficult for me to undertake the income generating project of my life and my

family. But, now, my life is tending to improvement. And I am proud of “said a widow

from Bugesera. During focus group discussion, the trained counsellors confirm that

everyday, people who experience counselling come to thank them for what they have

done. Those people prove that the main importance of counselling for them is based

on the fact that, they now have a positive perception of life.

3.2.3.2. Coping up with the horrific events flash-back

The beneficiaries of counselling said that flash-backs to genocide no longer occur in

their mind unexpectedly. It is shown that 38 % of the informants coped with or they

are about to cope up with the horrific events flash-backs. “I react with avoidance of



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any place or in front whatever reminds me the genocide atrocities, but now it is no

longer the case”. Said a widow from Rukira sector in Ngoma District.

Moreover, the secondary school teacher who was trained in community counselling

revealed that a student who experienced counselling is now performing well at school

because the horrific events flash-backs had disappeared.

3.2.3.3. Social Self-fulfilment

Trained counsellors identify other indicators differently than counselling

beneficiaries. They mention other outwardly observed behaviour. Among them, they

find ‘struggling positively for development’, participating in collective activities and

renewed relationships.. According to trained counsellors, 53% assert that their clients

were working toward positive for its development after counselling sessions. 34 %

indicate that people who were counselled more easily renew relationships. As well,

13% noted that their clients had increasingly participated in collective activities.

I assume that these findings are not different from those revealed by the counselling

beneficiaries. This means even if counselling beneficiaries do not express their

feelings this ways for accurately external observers (who provide them counselling)

state what they have seen. According to the information gained in focus group

discussion, the first achievement (revealed by counselling beneficiaries) is the basis of

what is visible (revealed by trained people on counselling). This is not contradiction

but scientifically they complete each other.

Social self fulfilment

Struggling postively forits developpement

Renewing relationship

Participation incollectivive activities

Figure 2: Indicators of social fulfilment

3.2.4. Difference between groups



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The results come of questionnaires administrated to trained people show that there is a

difference between districts in terms of requested counselling.

Table 2: Difference between districts in terms of counselling requesting

Dependent

variables

Districts Mean Difference SignificanceN

um

ber

of

cou

nse

llin

g p

er m

onth

Ngoma & Kirehe .71 .331

Ngoma & Kayonza 1.21 .017

Ngoma & Nyagatare 1.93 .472

Ngoma & Bugesera 2.43 .008

Kirehe & Kayonza .55 .118

Kirehe & Nyagatare 1.26 .105

Kirehe & Bugesera 1.71 .53

Kayonza & Nyagatare .67 .400

Kayonza & Bugesera .50 .571

Nyagatare & Bugesera 1.17 .192

The table indicates that there is statistically a high significant difference between

Ngoma and Bugesera (M.D. = 2.43; P= .008). In addition, the statistically significant

difference is noted between Ngoma and Kayonza (M.D. = 1.21; P=.017). The

difference in terms of counselling requesting can be related to the time that LWF has

been operational in the named districts. During the focus group discussion, the

participants note that the activity related to community counselling is still in the start

up stage. Therefore there have not been enough sensitization sessions so that the

population can be aware of the trauma and know how and where to receive

psychological care. This may be the result of shortage of trained counsellors. The

focus-group discussion at Ngoma noticed that the LWF is popular all over the

District. Before I was reticent about the counselling but improvement in the lives of

people who gained trauma counselling spurred me on to confide in the pastor of my

church who had been trained in trauma counselling. The difference between Ngoma

and Kayonza is not mentioned during the focus-group discussion. It can stated that

there is no accurate significance between the last listed districts.

Table 3: deference in term of trauma healing indicators

Dependent Districts Mean Difference Significance



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variable

Tra

um

a h

eali

ng

ind

icat

ors

Ngoma & Kirehe .43 .695

Ngoma & Kayonza .83 .466

Ngoma & Nyagatare .17 .884

Ngoma & Bugesera 1.50 .248

Kirehe & Kayonza .40 .722

Kirehe & Nyagatare .60 .602

Kirehe & Bugesera 1.70 .406

Kayonza & Nyagatare 1.00 .400

Kayonza & Bugesera .67 .614

Nyagatare & Bugesera 1.67 .214

The table shows that there is no statistically significant difference between those

districts concerning trauma healing indicators. This means that in the district which

noted low levels of requested counselling, the counsellors have judiciously used their

training on. That is why one can assume that to increase the number of trained

counsellor in the community can improve the trauma healing within the society.



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3.2.5. Obstacles encountered during the counselling process

The following obstacles were encountered by the community based on counsellors:

insufficient training, lack of appropriate places for counselling, lack of follow-up

activities, shortage of essential materials for counselling and particularly the local

administrative and confessional representatives have no time to spend on counselling.

3.2.5.1. Insufficient training

The research show that 89% of community based counselling has been trained. It

means that there can be counsellors who were trained only one time. They admit that

they have a deep need in terms of counselling skills. 11% are located in Ngoma

District where LWF has been operational for long time. Counsellors obviously need

training in order to improve their skills.

3.2.5.2. Lack of appropriate place for counselling

The trained people reveal that they mainly provide counselling at home and church.

84% provide counselling at clients’ homes or their own home. At this point, the

counsellor of Rukira sector said the following words: “I meet mostly people needing

counselling at my home. But, the place is not appropriate because of some bias like

the noise, no private space and other elements which disturbance.” It is also shown

that in 13% of the cases, counselling is provided at church and 3% in the office or at

other place. These places are not suitable for counselling because of two reasons: they

are not prepared for counselling and there are repeated disturbances. For instance, at

the office, the local administrative can not get more time for more counselling.

3.2.5.3. Shortage of essential materials for counselling

This problem is observed in trauma crisis case. During this time, they miss where the

mattress on which to lay the then people suffering from trauma crisis. Moreover when

they are at home or at church, it is difficult to find a calm place.



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3.2.5.4. Lack of follow-up activitiesTraining and field visits are at a low level (16%), and there are no other activities in

order to improve counselling. The trained people use the limited skills gained during

the training. “I can really tell that the training is not yet sufficient and there is no

other strengthening mechanism setting by LWF to enhance our capacities. Then we

tend to forget what we had been trained on. This is a big challenge of our

counselling.” Said a community based counsellor of Kirehe District.

3.2.5.5. Lack of time for local administrative and Confessional representatives to spend on counselling

The local administrative said that it is difficult and even impossible to provide

counselling because they are always busy in their administrative responsibilities. It is

confirmed by the social affairs coordinator who said that: “Always my agenda is so

full that I can not find the time for counselling even if the people in need are so many.

It would better to train another person to replace me.” Clearly, the counselling fails in

that situation.

3.3. Conflict management process

3.3.1. Conflict management indicators

The positive impact of conflict management is observed through these principal

indicators: supporting each other during major sorrow or happiness events, showing

new socially positive behaviour, forgiveness of by offenders.

3.3.1.1. Supporting each other during daily life

Relationships are getting better and better. This is shown through the support provided

by the parts which were before in conflicts. 51% the people who were helped to

resolve their conflicts assert that the major achievement is how they now share during

periods of sorrow or of happiness. For instance they are supporting each other in

mourning and wedding ceremonies. The people trained in conflict management are

pleased about how the people are now in good relationship after the conflict

management process. “I have no money to support financially my country but it is my



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duty to contribute where I can by improving the good relationship between the

Rwandan citizens. I successfully help people to live peacefully together. It notices by

the sharing during different ceremonies.” Said a trained person situated at Ngoma

District. This idea echoed by a widower of Bugesera in these words: “In the meeting

with released people, I thought that it is not true. However, I was astonished to see

firstly a released person when I shouted out for rescue while robbers were

surrounding my house. It comforts me and encourages me to forgive them.”

3.3.1.2. Forgiveness gained by offenders

In conflict management, trained people organise a safe meeting between genocide

survivors and released prisoners. The meetings facilitate testimonies so that the

survivors know the reality around the death of their relatives. These are occasions for

offenders to beg pardon and to ask for forgiveness by survivors. 37 % of people

helped to manage their conflict were amazed the forgiveness gained by offenders in

their communities. A mother in Bugesera said the following significant words:

“Before the conflict management programme launched recently by LWF here in

Bugesera District. It psychologically hurt me to hear the person who cut my arm

during the 1994 genocide. However, the process was long but finally we are together

safely in “UKURI KUGANZE” cooperative. I am so very proud of conflict

management achievement.”

In Ngoma District, they focus on forgiveness. This coalition helped them to launch

income generating activities. The local administration said this: “For us, the

forgiveness between the parts involved in the conflict is about to be over. Now, we are

pleased because this is the basis of the income generating activities which are the next

focus/ step”

3.3.1.3. Showing new socially positive behaviour

Relationships were torn by the 1994 war and genocide. After those atrocities, social

interaction was getting worse and worse. The conflict management process is helping

people to change their behaviour in terms of positive behaviour. It promotes peace-



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building, a culture of forgiveness, and eradication of impunity, togetherness and

psychosocial well being. 12 % of people helped in conflict management process assert

that they have observed new socially positive behaviour. For example in Bugesera

District they have founded UKURI NI KUGANZE cooperative and everybody is

welcome. In Ngoma District, there is DUTABARANE. These associations were the

first ones to initiate the conflict management process because it was an opportunity

for contact of two people involved in the some conflict. Those associations were

initiated after the training on conflict management organised by LWF.

The illustration indicates the conflict management indicators and their respective

percentage.

Figure 3: Conflict management indicators



Indicators of conflict management

51%37%

12%

Supporting each other during the sorrow or happiness events

Forgiveness gained by offenders

Showing new socially positive behavior

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3.3.2. Resolved conflict per month

Table 4: Esteemed number of resolved conflicts per month

District Mean of resolved conflict

Ngoma Between 0 and 5

Kirehe Between 0 and 5

Kayonza Between 0 and 5

Nyagatare Between 0 and 5

Bugesera Between 0 and 5

In terms of the conflict cases resolved per month, the mean (0-5) are resolved by

people trained in conflict management. Others are sent to local authorities. This

number is significant in terms of good relationships among the population. These

words of the executive sector justify the role of trained people on conflicts

management: “the number of conflict is significantly reduced at the level of cell and

extremely reduced at the level of sector. In this conflict management process, the big

role is played by trained people on conflict management by LWF”

3.3.3. The difference between groups

Table 5: Difference between districts in term of conflict management

Dependent variables F P

Number of conflict per month.984 .443

Number of resolved conflict .436 .781

Conflict management Indicators 1.987 .142

The table above shows that there is no statistically significant deference among within

districts, considering the number of conflict per month between the districts of Eastern

province where LWF is operational (F=.984; P=. 443).

It shows also that there is no statistically significant difference among districts

concerning the number of resolved conflict (F=.436; P=.781)



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Moreover, there is no statistically significant difference about how the conflict was

managed (F=1.987; P=.142)

3.3.3. Obstacles observed during the conflict management

People trained in conflict management encounter five the following major obstacles:

Poverty, insufficient training, insufficient trained in conflict management, the lack of

capacity building means, and lack of didactic materials.

3.3.3.1. Poverty

Poverty has been encountered by 98% of the conflicts management trainers. It

interrupts the conflict management process mainly in case of people who need to pay

for what they damaged during the genocide. Therefore, offenders cannot ask for the

pardon without paying what they have destroyed or robbed. This makes it difficult for

victims to forgive.

“I know the case where the people involved in the conflict do not accept to be helped

in the conflict management process because offender is not able to pay for the house

damaged during the 1994 genocide. “ Reported the trained people from Kirehe

District.

In addition, released prisoners revealed that they have no house and no mean to build

it. Then, it is difficult for them to be sensitised about conflict management. “For

instance, I was innocent despite eight year of detention. That time spent in the prison

causes me to be economically dependent. And we need to manage the conflict and

tend to reconciliation.” Said a released prisoner.

3.3.3.2. Insufficient training

The trained people (72%) claim that they do not have sufficient training. Sometimes,

they confront a case which is very complicated and beyond skills their conflict

management. “To lead a dialogue between two parts in conflict is not easy; it

requires scientific means which can be gained in the training. But we have no



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sufficient training on conflict management” Said a retired person, trained in conflict

management.

3.3.3.3. Insufficient numbers of conflicts trained people

69 % of respondents reveal that they have too little training to respond appropriately

to cases of conflict management which are applying. During the focus group

discussion, they express that trained people often spend their time working on

economical development. This can be the origin of burn-out and conflict

complication. “We need other trained people to help us in the process of conflict

management because we are few in our cell. “

3.3.3.4. Lack of capacity building means

Many assert except for a few field visits, there are no other means of reinforcement of

the conflict management process. For instance they need to share experiences in order

to help each other towards improvement. “As AVEGA does, we need meeting for

sharing experiences. That is very important because we can apply how the others

have solved conflicts”

3.3.3.4. Lack of didactic materials

They (53%) need some booklets related to counselling and conflict management.

“After training, we forget what we have trained on. However, the booklets can help us

to refresh our mind and to sensitize others easily” Said a woman from Kayonza.

4. GAPS ACCOUNTERED BY THE PROGRAMME

4.1. Lack of effective mechanisms for follow-up activities

The trained people (16%) recognised that they were visited by community

development facilitators in the field nevertheless at a low level. However others report

not being visited so their activities are unknown and they cannot be helped in case of

failure. They indicate that this can be better in terms of improvement of their activities

considering that they did not receive enough training. In addition they revealed that

the LWF did not set the mechanisms of follow-up such as systematic field visits,



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experience sharing, actualising mechanism (training, booklets for what they were

trained on), and supervision from the experts.

One of the community counsellors of Kirehe district said “it would be better to

consolidate our capacities so that we can not only perform well in our current

activities but also this will still run efficiently after the end of the programme.”

4.2. The small operational area in the district

Respondents said that the conflict and the 1994 genocide repercussion will never be

over. Therefore, the conflict management needs to be in continued operation.

Problems are that some local authorities are not trained (their sectors are not included

in the project operational area).. This affects progress of conflict management despite

of the energies spent. Regarding this point, the trained people propose that LWF

choose a target area work in the whole district but not pick only a few sectors

scattered all over the district.

4.3. Luck of enough staff at district level

It was found that one Community Development Facilitator is not yet enough to fulfil

what they are supposed to do. They are not able to carry out efficiently both

administrative and field activities. One of the Community Development Facilitators

said that they are always overworked so that they are about to suffer from burn-out.

Moreover, when they are sick or absent, the office is closed. For instance, the

Bugesera Community Development facilitator spends two days at one meeting at the

regional office, so he is unavailable in case of a problem. In addition to that

facilitators must participate in other LWF activities in the area.



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5. RECOMMENDATIONS

Based as the feedback of participants, the following recommendations are offered to

LWF in order to improve their activities related to conflict management and

community based on counselling.

LWF should:

Provide didactic materials like books on counselling and conflict management. The

participants indicated that sometimes they forget what they have learnt during

workshop but the books can help them to refresh and improve their knowledge.

Work in the whole district not only some sectors because the need is systemic.

Participants revealed that the conflict management has no boundaries; therefore some

sectors lack information about the programme. It would be better to train whole

district.

Increase the number of LWF employees at the district level. The CDF’s noted that

they were too few to fulfil their task; therefore they need others to support them in

their activities.

Have a secluded office (Bugesera in particular). For sessions the participants

characterised the LWF office as shop. For instance, this office is not comfortable for a

meeting.

Help trained people in the income generating activities. Respondent said that, they are

volunteers so that they do not get any salary even if they spend a lot of time in conflict

management and counselling. Creating the income generating activities can help them

to improve their socio-economic status.

Provide some tools like bicycles. These materials are needed for facilitating transport

of trained people. It can be very important to rescue victims at times.

Help trained people by creating an association. This forum can help them supporting

each other.



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Enhance activities by field visits, follow-ups, share experience at least once every

three months, organise other training.

Train woman in order to promote peace culture in early childhood. Women live with

their children; once trained, they can teach their children to avoid conflict. This is

important preventive measures.

Financial assistance to the orphans, some survivors and released prisoners in need. It

is very difficult for trained people to give counselling to vulnerable people whose the

physiological needs are not met. This is very important because a person must be

treated as a whole complex entity.



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6. CONCLUSION

In short, LWF is conflict management and community based counselling programme

shows different achievements. The main are the trauma healing (This is observed

through the following indicators: Positive image of tomorrow, coping up with the

horrific events flash-backs and social Self-fulfilment), peaceful coexistence

(behaviour change by those indicators: supporting each other during the sorrow or

happiness events, showing new socially positive behaviour, forgiveness gained by

offenders.). LWF helps people create associations and cooperatives which are for

them the opportunities for economical development and confronting their

psychosocial problems which should be the conflict’s origin. It facilitates released

prisoners to be integrated into society.

However their counsellors encounter some obstacles like insufficient training, lack of

appropriate places for counselling, lack of follow-up activities, shortage of essential

materials for counselling and particularly the local administrative and confessional

representatives have no time to spend on counselling.

Poverty; insufficient; counsellors; training; insufficient conflict management, training;

lack of capacity building means; and lack of didactic materials, are the main obstacles.

The difference observed is from the project time. Besides the trained people show

performance and better results. The gaps sterns from the fact that after initial

trainings, there is no follow-up.



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7. REFERENCES

1. Cohen, H. (1980). You can negotiate anything. New York.

2. Hill, R. (1995). Overview of dispute resolution. Available from

http://www.oikoumen.com/ arbover.html accessed on December 28th, 2007

3. Javeau, C. (1971): L’enquête par questionnaire. Bruxelles : Editions de l’ULB

4. Lumusden, M. (1973). The cyprus conflict as a prisoners dilemma game.Journal

of Conflict Resolution (7-9)

5. Mayer, B. (2000). The dynamic of conflict resolution: A practitioner’s guide. San

Francisco : John Wiley & sons.

6. MINISANTE (2004). Guide en santé mentale dans le contexte des juridictions

GACACA. Kigali.

7. Roxane, L. (2000). Conflict: From theory to action. Allyn and Bacon, Toronto.

8. Schellenberg, J.A. (1996). Conflict resolution: Theory, research and practice.

Albany, N.Y. State University of New York.

9. Staub, E. (1999). The Roots of Evil: The Origins of Genocide and Other Group

Violence. Cambridge, UK: Cambridge University Press

10. Uwanyirigira, E. (1999). La souffrance psychologique des rwandais survivant du

génocide et des massacres. Mémoire de DEA. Université de Paris VIII.



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APPENDICES



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Appendix 1: QUESTIONNAIRE FOR TRAINED PEOPLE (Community mediators and community Based counsellors)

Supervisor code:

Field assistant code:

Field code:

Questionnaire number:

Date………………………………..

I. Instructions

Before starting the conversation, you have to introduce yourself to the respondent and

you say, my name is …………………………….. I am the employee of

LWF/DWS/IDE Eastern Province

This is aimed at improvement of LWF community based counselling on and conflict

management programme. The information that is provided will be used only for that

issue. The identity of the respondent will be confidential. After reading these

instructions, you agree to answering the following questions.

Ethics: You signed this questionnaire after you totally agree with the above.

Signature…………………………….. Date………………………..

Thanks.

II. Identification

1. Age :

2. Sex : a. Male

b. Female

3. Marital status : a. Married

b. Single

c. Widow

d. Divorced & separated



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4. Profession : a. Farmer

b. Student

c. Worker

d. Private (Self Employed)

e. Seller

f. Other

…………………………………………………………………

…………………………………………………………………

1. Training attained:

1. Conflict management

2. Community based counselling

3. other

………………………………………………………………………………………

…………………………………………………………………………………….

III. Questions

Section 1: For community mediators

1. Focus of training1. Conflict in general2. Conflict and Genocide in Rwanda3. Techniques of conflict prevention and management4. Reconciliation5. Gacaca and conflict management6. Other……………………………………………………………………………………………………………………………………………………………………

2. The capacity building was done through:

1. The follow-up2. Experience sharing3. Actualising mechanism4. Field visits5. Other

……………………………………………………………………………………………………………………………………………………………………

6. None



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3. The number of cases of conflict encountered this month1. Twenty and above2. Between fifteen and twenty3. Between ten and fifteen4. Between five and five5. Five and below

4. The number of cases of conflict resolution1. Twenty and above2. Between fifteen and twenty3. Between ten and fifteen4. Between five and five5. Five and below

5. The indicators of successful conflict resolution in your community1. Have a positive image of each other2. Greet each other3. Share during sorrow or pleasure period4. Meet and collaborate in different collective activities5. Offenders are forgiven6. Know clearly the origin of conflict 7. Know how to avoid conflict escalation8. Show new socially positive behaviour 9. Other………………………………………………………………………………………………………………………………………………………………

6. Suggested focus in order to enhance the conflict management process1. The follow-up2. Workshops3. Experience sharing4. Actualising mechanism5. Field visiting6. Other

……………………………………………………………………………………………………………………………………………………………………………………7. The way you contribute to the conflict management in your community

1. Education for behavioural change through sensitisation2. Explain the conflict origin, conflict escalation factors and

how to avoid conflict by sensitization3. Build and maintain effective partnerships among society4. Widen and deepen dialogue between two parties involved in

conflict 5. Organise meeting between two parties involved in conflict 6. Promotion of the groups involved in conflict association for

economical development 7. Promotion of the cultural solidarity among society



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8. Strengthening the culture of forgiveness



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9. Other ………………………………………………………………………………………………………………………………………………………………………………

Section II: Question for community based counsellors

1. By which means did you get people who needed counselling:

1. By request from person in need2. By identifying person in need 3. By a person caring for one who is in need 4. Other means

………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………

1. The number of counselling requesting per month:1. Twenty and above2. Between fifteen and twenty3. Between ten and fifteen4. Between five and ten5. Under five

2. The number of trauma healing1. Twenty and above2. Between fifteen and twenty3. Between ten and fifteen4. Between five and ten5. Under five

3. The behaviour change attesting the success of the counselling process

1. Struggling positively for its development 2. Having positive image of tomorrow 3. Participating in collective activities 4. Coping up with horrible images night-time 5. Coping up with irritability without cause6. Renewing relationships7. Creating new friends8. Other

………………………………………………………………………………………………………………………………………………………………………………

4. The place where you practice your counselling

1. At home2. At the church3. Elsewhere4. Other



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……………………………………………………………………………………………………………………………………………………………………………………

5. Obstacles encountered ………………………………………………………………………………………………………………………………………………………………………………6. What can LWF do to improve your activities?

1. Follow-up2. Workshops3. Experience sharing4. Actualising mechanism5. Field visits6. Other

………………………………………………………………………………………………………………………………………………………………………………



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Appendix 2: IBIBAZO BIGENEWE ABAHUGURIWE GUKEMURA AMAKIMBIRA NO GUTANGA UBUJYANAMA KU IHUNGABANA

Supervisor code:


Field code:

Questionnaire number: Date………………………………..

I. Amabwiriza

Mbere yo gutangira banza wibwire uwo mugiye kugirana ikiganiro uti nitwa:

…………………………………. Ndi umukozi wa LWF/DWS/IDE Eastern Province

Ubu bushakashatsi bugamije gusuzuma imikorere y’umushinga wa LWF

w’ubujyanama ku ihungabana n’ihahamuka no gukemura amakimbirane, ukorera mu

Intara y’Iburasirazuba mu turere twa Ngoma, Kirehe, Kayonza, Nyagatare na

Bugesera. Amakuru muri butange azakoreshwa gusa muri iki gikorwa. Umwirondoro

wawe uzabikwa mu ibanga rikomeye.

Nyuma yo gusoma aya mabwiriza, muremera cyangwa ntimwemera gusubiza ibi

bibazo.

Umukono……………………….. Kuwa………/01/2008

Murakoze !



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II.Umwirondoro

1. Imyaka :

2. Igitsina : a. gabo

b. gore

3. Irangamimerere : a. arubatse

b. Ingaragu

c. Umupfakazi

d. Uwatandukanye n’uwo bashakanye

4. Icyo akora : a. Umuhinzi

b. Umunyeshuri

c. Umukozi wa leta

d. Uwikorera ku giti cye

e. Umucuruzi

f. Ibindi

…………………………………………………………………

……………………………………………………………….

Mwabonye amahugurwa ku :

1. Gukemura amakimbirane

2. Ubujyanama ku ihungabana n’ihahamuka

3. ibindi (bivuge)………………………………………………………….

III.Ibibazo nyirizina

Igice 1: Abakemura amakimbirane

1. Ingingo nkuru zitaweho mu mahugurwa2. Amakimbirane muri rusange3. Amakimbirane na jenoside mu Rwanda4. Uburyo bwo gukumira no gukemura amakimbirane5. Ubwiyunge6. Gacaca no gukemura amakimbirane7. Ibindi

……………………………………………………………………………………………………………………………………………………………………

2. Kongererwa ingufu mu kazi bikorwa mu buryo bukurikira:



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1. Gukurikirana aho ibikorwa bigeze2. Kuganira kubyo bahurana na byo mu kazi3. Gukorerwa amahugurwa4. Gusurwa aho bakorera5. Ibindi(bivuge)6. Ntabyo

3. Amakimbirane yabonetse muri uku kwezi1. Makumyabiri no kujyana hejuru6. Hagati ya cumi na tanu na myakumyabiri7. Hagati y’icumi na cumi na tanu8. Hagati ya tanu n’icumi9. Atanu kujyana hasi

4. Umubare w’amakimbirane yakemutse1. Makumyabiri no kujyana hejuru2. Hagati ya cumi na tanu na myakumyabiri3. Hagati y’icumi na cumi na tanu4. Hagati ya tanu n’icumi5. Atanu kujyana hasi

5. Ibigaragaza ko amakimbirane yakemutse aho mutuye1. Guhindura ishusho mbi bari bafite kuri bagenzi babo2. Gusuhuzanya 3. Kwifatanya mu bihe by’ibyishimo n’akababaro4. Guhura no gufatanya mu mirimo rusanye 5. Abakoze ibyaha barababariwe6. Kumenya bitamuye intandaro y’amakimbirane 7. Kumenya uburyo bwo kwirinda uko amakimbirane yatutumba8. Kwerekana imigenzo myiza ituma habaho imibanire myiza 9. Ibindi

………………………………………………………………………………………………………………………………………………………………

10. Ibyo wakwibandaho mu gushimangira uburyo bwo gukemura amakimbirane1. Mu gukurikirana ibikorwa aho bigeze2. Amahugurwa3. Gusangira ibyo bahura nabyo mu kazi4. Kujyanisha abantu n’ibihe5. Gusurwa aho bakorera6. Ibindi (bivuge)

11. Inzira ukoresha mu gutanga umusanzu mu gukemura amakimbirane aho mutuye

1. Gukangurira abantu guhindura imyitwarire2. Gusobanura intandaro y’amakimbirane, Ibitiza umurindi amakimbirane n’uko

twabyirinda3. Kubaka no gushimangira imibanire myiza muri rubanda4. Gukaza ibiganiro bihuza impande ebyiri zifite amakimbirane



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5. Guhuza impande ebyiri zishyamiranye.6. Gushyira imbere imishinga ibyara inyungu ihuza impande zishyamiranye.7. Gushyira imbere umuco wo gufatanya mu baturage8. Gushimangira umuco wo kubabarira9. Ibindi(bivuge)

………………………………………………………………………………………………………………………………………………………………………………

Igice cya II: Ibibazo bigenewe abahuguriwe gutanga ubujyanama

1. Nubuhe buryo bwakoreshejwe ngo mubone abakeneye ubufasha m’ubujyanama:

1. Bisabwe n’umuntu ukeneye ubufasha2. Kwibonera umuntu ukeneye ubufasha3. Umuntu wita ku muntu ukeneye ubufasha4. Ubundi buryo(buvuge)

1. Gereranya umubare w’amahugurwa k’ubujyanama mwahawe:1. Makumyabiri kujyana hejuru2. Hagati ya cumi na tanu na myakumyabiri3. Hagati y’icumi na cumi na tanu4. Hagati ya tanu n’icumi5. Atanu kujyana hasi

2. Gereranya umubare w’abantu basaba ubujyanama mukwezi1. Makumyabiri kujyana hejuru2. Hagati ya cumi na batanu na myakumyabiri3. Hagati y’icumi na cumi na batanu 4. Hagati ya batanu n’icumi5. Batanu kujyana hasi

3. Ni iyihe myitwarire igaragaza ibyagezweho n’ubujyanama

10. Guhanga no kwiteza imbere11. Kubona ejo hazaza ko ari heza12. Kujya mu mirimo rusange 13. Inzozi mbi nagiraga zarashize14. Kurakara bidafite impamvu byarashize15. umutwe udakira warakize16. Kuvugurura imibanire17. Gushaka inshuti shya18. Ibindi(bivuge)

4. Aho utangira ubujyanama

1. Mu rugo2. Mu rusengero3. Mu biro4. Aho ariho hose5. Ahandi (havuge)



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5. Inzitizi mwahuye nazo ……………………………………………………………………………………………………………………………………………………………………………6. Ni iki LWF yakora kugira ngo ibikorwa byanyu bitungane kurushaho ?

1. Gukurikirana aho ibikorwa bigeze2. Kuganira kubyo bahura na byo mu kazi3. Gukorerwa amahugurwa4. Gusurwa aho bakorera5. Ibindi (bivuge)

………………………………………………………………………………………………………………………………………………………………………………



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Appendix 3: QUESTIONNAIRE FOR COUNSELLING AND CONFLICT MANAGEMENT BENEFICIARIES

I. Identification

1. Name :

2. Age :

3. Sex :

4. Marital status :

5. Profession :

II. Instructions

This is aimed at improving the LWF conflict management programme. The

information given will be used only for that issue. The identity of the respondent will

be confidential. After reading these instructions you will agree or not to answering the

following questions. To answer you need only to draw a circle around the number of

the proposed assertion which match with your choice. You also have to fill in the text

in the blank place.

Ethics: You will respond this questionnaire after you totally agrees with the above

instructions. Thanks.

Signature………………………………………..Date……………………./01/2008

Training completed:

1. Conflict management

2. Community based counselling

Section 1: For community mediators

a. Questions

1. Different points focussed on during the training 1. Conflict in general2. Conflict and Genocide in Rwanda3. Techniques of conflict prevention and management4. Reconciliation5. Gacaca and conflict management



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6. Other……………………………………………………………………………………………………………………………………………………………………



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2. The capacity building was done through:


……………………………………………………………………………………………………………………………………………………………………

6. None3. The number of case of conflict encountered this month

1. Twenty and above2. Between fifteen and twenty3. Between ten and fifteen4. Between five and five5. Five and below

4. The number of cases of conflict resolution1. Twenty and above2. Between fifteen and twenty3. Between ten and fifteen4. Between five and five5. Five and below

5. The indicators of conflict resolution in your community1. Having a positive image of each other2. Greeting each other3. Sharing during sorrow or pleasure period4. Meeting and collaborate in different collective activities5. Offenders are forgiven6. Knowing clearly the origin of conflict 7. Knowing how to avoid conflict escalation8. Showing new socially positive behaviour 9. Other

………………………………………………………………………………………………………………………………………………………………

12. Focus in order to enhance the conflict management process1. The follow-up2. Workshops3. Experience sharing4. Actualising mechanism5. Field visits6. Others

……………………………………………………………………………………………………………………………………………………………………………………

13. The way you contribute to the conflict management in your community



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1. Education for behavioural change through sensitisation2. Explaining the conflict origin, conflict escalation factors and how to

avoid 3. conflict by sensitization4. Building and maintaining effective partnerships among society5. Widen and deepen dialogue between two parties involved in conflict 6. Organising meeting between two parties involved in conflict 7. Promoting two groups involved in conflict association for economical

development 8. Promotingsolidarity culture among society 9. Strengthening the cultural forgiveness 10.Other

………………………………………………………………………………………………………………………………………………………………………………

Section II: Question for community based counsellors

1. By which means did you connect with people needing counselling:

1. By request from person in need2. By identifying person in need 3. By a person caring for the one who is in need 4. Other means

……………………………………………………………………………………………………………………………………………………………………………………2. The number of counselling requesting per month:

1. Twenty and above2. Between fifteen and twenty3. Between ten and fifteen4. Between five and ten5. Under five

3. The number of trauma healing

1. Twenty and above2. Between fifteen and twenty3. Between ten and fifteen4. Between five and ten5. Under five

4. The behavioural change attesting the counselling process success

9. Struggling positively for its development 10. Having positive image of tomorrow 11. Participating in collective activities 12. Coping up with the horrible image during night 13. Coping up with irritability without cause14. Renewing the relationship15. Creating new friends16. Other



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………………………………………………………………………………………………………………………………………………………………………………



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5. The place where you practice your counselling

1. At home2. At the church3. Elsewhere4. Other

……………………………………………………………………………………………………………………………………………………………………………………

6. Obstacles encountered ………………………………………………………………………………………………………………………………………………………………………………

8. What can LWF do to improve your activities?

1. The follow-up2. Workshops3. Experience sharing4. Actualising mechanism5. Field visits6. Other

……………………………………………………………………………………………………………………………………………………………………………………



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Appendix 4. IBIBAZO BIGENEWE ABAHAWE UBUJYANAMA N’ABAKEMURIWE AMAKIMBIRANE

Supervisor code:


Field code:

Questionnaire number: Date……………………………….

I. Amabwiriza



ntara y’uburasirazuba mu turere twa Ngoma, Kirehe, Kayonza, Nyagatare na

Bugesera. Amakuru muri butange azakoreshwa gusa kuri iki gikorwa. Umwirondoro



bibazo.

1. Yego

2. Oya

II. Umwirondoro

2. Imyaka :

3. Igitsina : a. gabo

b. gore

4. Irangamimerere : a. arubatse

b. Ingaragu

c. Umupfakazi

d. Uwatandukanye n’uwo bashakanye

5. Icyo akora : a. Umuhinzi

b. Umunyeshuri

c. Umukozi wa leta

d. Uwikorera ku giti cye



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e. Umucuruzi

f. Ibindi (bivuge)

Murakoze !.

III. Ibibazo nyirizina

1. Ni gute wamenye aho gushakira ubujyanama :

1. Ni incuti 2. Ni abavandimwe3. Ni Radio 4. Ni umujyanama 5. Uburyo bubiri 6. Uburyo butatu cyangwa bune bwavuzwe haruguru 7. Ubundi (buvuge)

2. Ubujyanama bwamfashije :

1. Guhanga no kwiteza imbere (mubaze ibyerekeye no kwihangira imirimo nyuma y’ubujyanama)

2. Kubona ejo hazaza ko ari heza 3. Kujya mu mirimo rusange 4. Inzozi mbi nagiraga zarashize 5. Kurakara bidafite impamvu byarashize6. Kuvugurura imibanire7. Gushaka inshuti shya8. Ibindi (bivuge)

3. Ni nde ugufasha mu gihe cyo gukemura amakimbirane?1. Abahuguwe gukemura amakimbirane2. Abanyamadini3. Abunzi 4. Abandi (bivuge)………………………………………………………

4. Nyuma yo gukemura amakimbirane nashoboye:

1. Gusuhuzanya 2. Kwifatanya mu bihe by’ibyishimo n’akababaro (nk’ubukwe, gutanga inka,

gusura umuturanyi wanjye yarwaye, gushyingura etc.)3. Guhura no gufatanya mu mirimo rusanye 4. Abakoze ibyaha barababariwe5. Kumenya byimazeyo intandaro y’amakimbirane 6. Kumenya uburyo bwo kwirinda uko amakimbirane yatutumba7. Kwerekana imigenzo myiza ituma habaho imibanire myiza 8. Ibindi (bivuge)……………………………………………………..



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Appendix 5: QUESTIONNAIRE FOR COMMUNITY DEVELOPMENT FACILITATORS

I.Identification

1. Age :

2. Sex :

3. Marital status :

4. Profession :

II. Instructions

This is aimed at improving the LWF conflict management programme. The

information given will be used only for that issue. The identity of respondent will be

confidential. After reading these instructions you will agree or not to answering the

following questions. To answer you need only to draw a circle around the number of

the proposed assertion matching with your choice for the first category. For the

second category, you have to fill in the number in the blank or the relevant text in

blank place.

Ethics: You will respond this questionnaire after you totally agree with the above

instructions. Thanks.

Signature………………………….. Date……………./01/2008Section 1:

III. Questions

1. The criteria to choose participants for counselling training

1. Confessional representatives 1. a. Which confession

1. Muslim2. Catholic 3. Evangelical 4. Seventh Adventist 5. Other Christian

……………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………



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…………………………………………………………………………………………….

b. What do you do as to be selected in LWF PROGRAM? 1. Pastor,

2. Community opinion leaders 3. Righteous people “ Inyangamugayo” 4. Other………………………………………………………………………………………………………………………………………………………………………………

2. The number of workshops attended by LWF for local community mediators.

1. Ten and above2. Between five and ten3. Five and below4. None

3. The main focus during the training on counselling

1. Counselling in general2. Community based counselling3. Principles of counselling4. Crisis counselling and trauma intervention5. Counselling in conflict management6. Other

……………………………………………………………………………………………………………………………………………………………………………………

4. After the training, LWF organises:


……………………………………………………………………………………………………………………………………………………………………………………

Section II

1. The criteria to choose participants for conflict management training

1. Confessional representatives 1. a. Which confession

1. Muslim2. Catholic



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3. Evangelical 4. Seventh Adventist 5. Other Christian

……………………………………………………………………………………………………………………………………………………………………………………

1. Community opinion leaders

2. Righteous people “ Inyangamugayo” 3. Other………………………………………………………………………………………………………………………………………………………………………………

2. The number of workshops organised by LWF for local community mediators.

1. Ten and above2. Between five and ten3. Five and below4. None

3. The main focus during the conflict management training

1. Conflict in general2. Conflict and Genocide in Rwanda3. Techniques of conflict prevention and management4. Reconciliation5. Gacaca and conflict management6. Other

……………………………………………………………………………………………………………………………………………………………………………………

4. After the training, LWF organised:

1. The follow-up2. Experience sharing3. Actualising mechanism4. Field visits5. Others

……………………………………………………………………………………………………………………………………………………………………………………

6. None



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Appendix 6. IBIBAZO BIGENEWE UHAGARARIYE LWF MU KARERE

Supervisor code:


Field code:

Questionnaire number: Date:………………………………

I. Amabwiriza



ntara y’uburasirazuba mu turere twa Ngoma, Kirehe, Kayonza, Nyagatare na

Bugesera. Amakuru muri butange azakoreshwa gusa kuri iki gikorwa. Umwirondoro



bibazo.

Umukono……………………………. Kuwa…………../01/2008

Murakoze !

II. Umwirondoro

1. Imyaka:

2. Igitsina:

3. Irangamimerere :

4. Icyo akora :

Igice 1:

III.Ibibazo

Ni ibiki muheraho muhitamo abazakurikirana amahugurwa ku bujyanama.

1. Abahagarariye amadini Ni bangahe?1. a. Idini

1. Isilamu



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2. Kiliziya gatorika3. Amadini y’inkuru nziza4. Abadivantisti b’umunsi wa karindwi5. Andi madini ya gikiristo6. Amadini gakondo (ya gihaanga)

……………………………………………………………………………………………………………………………………………………………………………………

2. Abavuga rikijyana Ni bangahe

3. Inyangamugayo Ni bangahe

4. Abandi (bavuge)……………………Ni bangahe

2. Amahugurwa yatanzwe na LWF agenewe abakemura amakimbirana1. Icumi no hejuru2. Hagati ya tanu n’icumi3. Atanu no munsi4. Nta narimwe

3. Imitwe y’ibiganiro byibamzweho mu gihe cy’amahugurwa ku bujyanama

1. Ubujyanama muri rusange2. Ubujyanama bw’abaturage bukozwe na bagenzi babo3. Ibyo ubujyanama bushingiyeho4. Ubujyanama mu gihe k’ihahamuka5. Ubujyanama mu gihe cyo gukemura amakimbirane6. Ibindi

………………………………………………………………………………………………………………………………………………………………………………………………4. Nyuma y’amahugurwa, LWF yateguye :

1. Gukurikirana uko ubujyanama bukorwa2. Guhura bagasangira ibyo bahuye nabyo mu bujyanama3. Kongera guhugura abahuguwe4. Gusura abajyanama aho bakorera5. Ibindi bikorwa

……………………………………………………………………………………………………………………………………………………………………………………

Igice cya II

1. Ni ibiki mwibandaho mutoranya abazakurikirana amahugurwa ku gukemura amakimbirane.

1. Abahagarariye amadini Ni bangahe?



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1. a. Ni irihe dini3. Islamu4. Kiliziya gatorika5. Amatorero y’inkuru nziza6. Abadivantisti b’umunsi wa karindwi7. Andi matorero ya gikiristo

………………………………………………………………………………………………………………………………………………………………………………………………

5. Abavuga rikijyana Bangahe 7. Inyangamugayo Bangahe

8. Abandi ………………………………Bangahe

2. Amahugurwa yakozwe na LWF agenewe abakemura amakimbirane mu gace.

1. Icumi no hejuru2. hagati y’icumi n’atanu3. Atanu no hasi4. nta na rimwe

3. Ingingo zibandwaho ku mahugurwa agenewe abakemura amakimbirane mu gace

a. Amakimbirane muri rusangeb. Amakimbirane na jenosidec. Uburyo bwo kwirinda no gukemura amakimbiraned. Gacaca no gukemura amakimbiranee. Ibindi

……………………………………………………………………………………………………………………………………………………………………………………

4. Nyuma y’amahugurwa, LWF itegura iki?

1. Gukurikirana uko ubujyanama bukorwa2. Guhura bagasangira ibyo bahuye nabyo mu bujyanama3. Kongera guhugura abahuguwe4. Gusura abajyanama aho bakorera5. Ibindi bikorwa(bivuge)……………………………………………………… 6. Ntabikorwa



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Appendix 7: (Focus group) INTERVIEWS GUIDELINE FOR community based counsellors, local administrative, LWF partners and local conflict mediators.

– The importance of community based counselling gained by people

– The role of sensitization in terms of changing positive behaviour

– What can LWF do to emphasise its activities related to conflict management

and trauma counselling

– Activities for LWF to focus on to enhance the conflict management and

trauma counselling programme

– Formulate suggestion for LWF to improve its conflict management and trauma

counselling programme.



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Appendix 8: INGINGO NKURU Z’IKIGANIRO KIGENEWE ABAHUGURIWE UBUJYANAMA MU GUFASHA ABAFITE IHUNGABANA N’IHAHAMUKA, MUGUKEMURA AMAKIMBIRANE NO KUYAKUMIRA BABIFASHIJWEMO NA LWF NDETSE N’ABAFASHIJWE MURI IZO NZEGO.

– Icyakozwe ngo amakimbirane agabanuke cg se abonerwe ibisubizo

– Icyakozwe kugirango habeho ubujyanama

– Akamaro k’ubujyanama abaturage bahawe

– Akamaro k’ibiganiro bijyanye no gukemura amakimbirane mu gutunganya

imyitwarire y’abantu.

– Ni ibiki LWF yakwibandaho mu gukemura amakimbirane no kwita kubafite

ihungabana n’ihahamuka.

– Ni ibihe bikorwa byakongererwa ingufu bya gahunda yo gukemura

amakimbirane no gufasha abafite ihungabana n’ihahamuka ya LWF

– Tanga ibyifuzo kuri LWF kugirango gahunda yo gukemura amakimbirane no

gufasha abafite ihungabana n’ihahamuka, itungane



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7. DATA GATHERING ON FIELD AGENDA

Districts Place of meeting

Date and time of meeting

District representative

LWF Reference person

Population Sample

1. Kirehe Nyamugari 08/01/08 Morning9 00 am

Sam Kalisa 08429802 100 20 2 confessional representatives1 local mediator2 local leaders15 trained people and direct beneficiaries

2. Ngoma Rukira 08/01/08 After-noon3 00 pm

Robert 08434577 80-100 20 2 confessional representatives1 local mediator2 local leaders15 trained people and direct beneficiaries

3. Kayonza Kabarondo 09/01/08 Morning

9 00 am

Edith 08618767 70-90 20 2 confessional representatives1 local mediator2 local leaders15 trained people and direct beneficiaries

4. Nyagatare Karangazi 09/01/08 After-noon

3 00 pm

Peter 08850370 70-80 15 2 confessional representatives1 local mediator2 local leaders10 trained people and direct beneficiaries

5. Bugesera Nyamata 10/01/08 After-noon

3 00 pm

Fidèle 08638810 51 10 1 confessional representative1 local mediator1 local leader7 trained people and direct beneficiaries



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31


Documents

Aristide Research FINAL REPORT LWF Rwanda