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THE POWER OF DIALOGUE IN PUBLIC INTEGRITY AND CURRICULUM
DEVELOPMENT –LESSONS LEARNED FROM THE HUNGARIAN PUBLIC ADMINISTRATION AND
PROPOSAL FOR IMPLEMENTATION FOR LAW ENFORCEMENT AGENCIES
Dr Katalin Pallai & Dr Peter Klotz
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ISSUES TO BE DISCUSSED
• Police corruption and organizational answers
• New position in order to build integrity and trust in law enforcement
• ‚Best-practice’ vs. ‚best-fit’ approach to knowledge transfer
– In policy and organizational development design
– Curriculum and training design
• Suggestions for implementation
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POLICE CORRUPTION
• Law enforcement has high vulnerability towards corruption:
– Large discretional powers
– Direct contact with criminals
– Organized crime
– Organizational culture
• Need for more accountability
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ORGANIZATIONAL ANSWERS
• Fighting corruption cases – Type 1 positions
– Using traditional tools in order to detect and investigate corruption cases
– Enforcing the criminal code
– Focus on the activity of citizens
• Internal affairs – Type 2 positions
– Using classified information and tools (wiretaping, integrity testing etc.)
– Enforcing the criminal code and service regulations
– Focus on the activity of law enforcement agents
Σ: reactive approach vs. proactive approach
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ORGANIZATIONAL ANSWERS
• Proactive approach – Integrity officers (Type 3 positions)
– Using soft tools to enhance integrity and support cultural change
– Implementing values, code of ethics and integrity standards
– Focus on the activity of leaders & staff members
• Examples:
– New York Police Department: Integrity Control Officer (recommendation for commanding officers on integrity issues, liaison between commanding officers, members of service and civilians, informing on corruption hazards)
– Hong Kong: Force Integrity Officer/Formation Integrity Officer (recruitment of staff members, training, promoting values and leadership)
11/3/2016 Katalin Pallai,2016: Integrity management and ethical dilemmas 5
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WE PROPOSE
• Based on the examples, we propose a new organizational answer: creating a new position („integrity officer”) in order to promote an organizational culture based on values, ethics and integrity and enhance public trust towards law enforcement.
• Challenge: how to create
– a new position,
– a new method and
– a new curriculum in the same time?
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THE MODEL
• Case study – creating the new position of integrity advisor in Hungarian public organizations
• Context in Hungarian Public Administration:
– complex patterns of corruption
– legalistic, regulatory tradition of public administration
• Integrity approach and integrity advisor was a new response → paradigm shift in approach
Need for
finding a contextualized role for integrity advisor
finding a method for operation
designing curriculum to educate
prepare ground for his/her work and support
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THE STRETCHED TANGLE, Roza el Hassan, 1995
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The streched tangle isA METAPHOR FOR CORRUPTION
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For the visualization the art work of Roza el Hassan „Stretched tangle” 1995. was used
Pallai, Katalin 2015
MATERIAL & MORAL INCENTIVES WITHIN ORG.
POWER STRUCTRES
INTERPRETATIVE FRAMES OF. INDIVIDUALS
self-concept
connections
loyaltiesNETWORKS &ALLIANCES
Pallai, Katalin 2016
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The stretched tangle isA METAPHOR FOR CORRUPTION
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connections
For the visualization the art work of Roza el Hassan „Stretched tangle” 1995. was used
INTERPRETATIVE FRAMES OF. INDIVIDUALS
MATERIAL & MORAL INCENTIVES WITHIN ORG.
loyaltiesNETWORKS &ALLIANCES
POWER STRUCTRES
self-concept
HOMO OECONOMICUS
HOMO SOCIOLOGICUS
HOMO PSYCHOLOGICUS
the „selfish-man”rational calculation
the „social –man”social and organizationalimbeddedness
the „bounded-man”self, ego, cognition,ethics and narratives
Pallai, Katalin 2016
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FOR UNTANGLING
11/3/2016 11Pallai, Katalin 2015
• collective aspiration → involvement
PROCESS of
• exploration from multiple perspectives that leads to
seeing the whole/the system
complex strategies
mutual trust and mutually trusted solutions
coordinated action
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CURRICULUM DEVELOPMENT FOR INTEGRITY ADVISORS AT NUSP
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INTEGRATIONNot in student’sbrain and organizationBUT in faculty -lab
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THE FACULTY-LAB PROCESS
• Common ground: aspirations and questions shared to some degree
• Lack of complex thinking and effective solution
• Different paradigms, insights and views & mutual „professional distrust”
• Mutual understanding and experiencing → „presence”: collective wisdom → integrated approach
• Effective method shared by the group
• → integrated curriculum
• Power of the professional community → community of practice
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PROCESS PROPOSAL FOR LAW ENFORCEMENT
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PROPOSED MODEL FOR LAW ENFORCEMENT
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KEY POINTS/PROPOSITIONS I.
For the position:
– Facilitating collaborative dialogue involving external & local knowledge on integrity challenges
– Defining the profile of integrity officers
– Curriculum development
– Selection future integrity officers (attitude, engagement, skills, experience)
– Training integrity officers (knowledge & skills)
– Integrity training for other officers
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KEY POINTS/PROPOSITIONS II.
For the organization:
– Leadership support, trusted person
– Centralization of the structure
– Networking possibilities for integrity officers
– Breaking hierarchy (empowering)
– Discretion & innovative spirit
– Professional autonomy & responsibility
– Internal & external visibility
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THANK YOU FOR YOUR ATTENTION!Katalin Pallai & Peter Klotz
[email protected] [email protected]
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www.pallai.hu