THE ROLE OF TRADITIONAL LEADERS IN CONFLICT MANAGEMENT; THE CASE OF THE SOMALIA NATIONAL RECONCILIATION CONFERENCE (SNRC), 2002 - 2004

Abstract

The aim of this research was to examine the role of traditional leaders in conflict management and resolution processes with a focus on the Somalia. The central question examined the role of traditional leaders in the 2002-2004 Somali National Reconciliation Conference (Mbagathi/Eldoret peace process). The research utilized the mediation, the human needs and the conflict transformation theories. It also uses primary and secondary data to put the topic of study into perspective. The findings of the research indicated that traditional leaders function as a court with broad and flexible powers to interpret evidence, impose judgements and manage the process of reconciliation. Indigenous conflict management and resolution mechanisms use local actors and traditional community-based judicial and legal decision-making mechanisms to manage and resolve conflicts within or between communities; they aim to resolve conflicts without resorting to state-run judicial systems, police or external structures. Conflict management mediators from the local community are generally more sensitive to local needs than outsiders and are immersed in the culture of the violence-afflicted community. Their activities are rooted in conflict’s context, address some of its immediate causes, and can bring long-term solutions. They can draw people away from the conflict, breaking its momentum. In Somaliland for instance, by solving the disputes at the level of traditional social organization, elders were able to deprive the politicians of the possibility of making war, thereby creating the conditions of peace. This study concludes that traditional mediation helps the community keep control over the outcome of the dispute. In many societies, elders have traditional jurisdiction in facilitation, arbitration, and monitoring outcomes; resolutions are generally accepted and respected by all concerned parties. However, traditional leaders may be powerless to address some of a conflict’s root causes—centrally-instigated conflict, predatory behavior linked to exploiting economic advantage, external meddling. Additionally, often bring important social influence but may lack the power and the means to enforce the resolutions adopted. Advice is only accepted when both parties agree to it, and both parties must feel their concerns were properly addressed. Traditional structures’ power to prevent the occurrence of violence is limited.