Summary This master thesis is submitted to Copenhagen Business School May 2015 under the Master of Public Governance programme. It deals with Public Leadership Pipeline (OLP) in the Danish police. The author is at the time of submission Deputy Chief Superintendent in the district Midt- og Vestsjællands Politi. OLP is defined as a framework for leadership transition in which learning unlearning and retention of the right competencies are the challenges to achieve leadership at a new level. It may also be defined as a governing taxonomy of organizations’ development of managers, recruitment and promotion. The hypothesis asks the question whether OLP is a management fad, or is it a virus that has spread and on the way to be ‘incubated’ in the organization? “How may Public Leadership Pipeline assist in professionalizing the police and what may be done to ensure that it happens?” The initial assumption is that Danish police already recognize the characteristics and competences in the OLP approach, and that they have conducted management collaboration in all directions. The paper uses three measuring points: Fields of competences, properties and 360-degree management to answer the problem statement. The method used is hermeneutic, using analytical induction. Managers in the district contributed in answering surveys, follow-up surveys and group interviews. The discussion of the empirical studies are based on Kjell Arne Røvik’s ‘virus’ metaphor in the organizational context, in which virus may be used to analyze how an organizational change is received, spread and used. The author elaborates further on Røvik’s theory and introduces the concept of Pre-mutation. This is when a management idea is considered a confirmation of current activities and therefore cannot be considered new. He also introduces the concept of unbalanced incubation. This is when leaders do not adopt a management idea equally in time and a diverted leadership language is a risk. The paper concludes that the Police carry the infection of the OLP, but that the leaders also experience certain weariness to management ideas that have not worked in the past. Setting more focus on it supported with guidance, education and networking can gain the purpose of OLP. The responsibility lies on all leaders no matter what level the lead from.
|Educations||Master of Public Governance, (Executive Master Programme) Final Thesis|
|Number of pages||161|