Governance of sustainable transitions: about the 4(0) ways to change the world
Governance of sustainable transitions: about the 4(0) ways to change the world
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DOI：
10.1016/j.jclepro.2005.08.016
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发表时间：
2007
影响因子：
11.1
通讯作者：
A. Tukker;M. Butter
中科院分区：
文献类型：
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作者：
A. Tukker;M. Butter
转型是激进的系统创新，通常需要1-2代人。以文化理论为启发，本文提出了四种典型的过渡管理方法。宿命论方法避免了过渡管理（座右铭：“首先，灾难必须发生”）。系统处于一种僵局，任何实验或等级制度都无法打破;外部事件必须带来变革的机会之窗。等级制的方法依赖于一个占主导地位的行动者联盟来引导变革（座右铭：“让我们把人送上月球！”）。个人主义方法主要依赖于改变金融基本规则（座右铭：“通过市场实现可持续性”）。最后，平等主义的方法依赖于过程管理，做实验等（座右铭：“一个好的过渡竞技场将解决一切”）。如果情况不够清楚，无法通过其他方法进行管理，并且有一个明确的学习目标，那么这种方法是有意义的。
Transitions are radical system innovations that usually take 1–2 generations. Using Cultural Theory as a heuristic, this paper presents four archetypical approaches to transition management. The fatalist approach refrains from transition management (motto: ‘First, disaster must happen’). The system is in a stalemate that no experiment or hierarchy can break; external events must bring the window of opportunity for change. The hierarchic approach relies on a dominant actor coalition to steer change (motto: ‘Let's put a man on the moon!’). The individualist approach relies mainly on changing the financial ground rules (motto: ‘Sustainability through the market’). Finally, the egalitarian approach relies on process management, doing experiments, etc. (motto: ‘A good transition arena will solve it all’). This approach makes sense if the situation is not clear enough to be managed via one of the other approaches, and there is a clearly identifiable learning objective.