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| Micro-initiative ： ウィキペディア英語版 |
Micro-initiative
Micro-initiatives are individual and collective actors who by means of interventions in public space contribute to the development of their cities from the bottom-up.
Micro-initiatives are difficult to judge by their efficiency and turnover, but have strong social and political merits. Although most of them emerge from strong local connections and commitments, these initiatives engage with issues that go beyond their local community -like immigration, education, demography, democracy, urban regeneration, participation- and therefore try to make links with like-minded groups in other countries.
Another manner of considering a micro-initiative is, ''making radical changes in minute steps''〔http://tziglar.wordpress.com/2009/11/25/radical-changes-in-minute-steps/〕〔Strosahl, K., Robinson, P., & Gustavsson, T. (2012). Brief Interventions for Radical Change: Principles and Practice of Focused Acceptance and Commitment Therapy. New Harbinger Publications.〕 whereby changes are implemented incrementally, rather than volatile, abrupt or sudden. The introduction of micro-initiatives can be recognized in the ''transformational leadership style''〔Transformational leadership〕 of successful leaders across the spectrum of operations.〔Santos, R. B., & Santos, R. G. (2012). The Role of Leadership in Implementing a Police Organizational Model for Crime Reduction and Accountability. Policing, 6(4), 344-353. doi: 10.1093/police/pas029〕 Principle among these changes is the melding of the individual beliefs' perspectives, and goals into the organizational vision and goals.〔Vakola, M., Armenakis, A., & Oreg, S. (2013). 5 Reactions to organizational change from an individual differences perspective: a review of empirical research. The Psychology of Organizational Change: Viewing Change from the Employee's Perspective, 95.〕 The question as to whether the individual's objectives support those of the organization, and thus spur it onward to success; or whether the organizations objectives work to modify those of the individual〔Ashkenas, R. (June 10, 2013). "Two Principles For Addressing The Chicken-Egg Problem In Organizational Change". Forbes online. Retrieved 06/11/13. http://www.forbes.com/sites/ronashkenas/2013/06/10/two-principles-for-addressing-the-chicken-egg-problem-in-organizational-change/〕 can be debated to the same conclusion; change that is explained, and incrementally integrated, with a clear vision, is far more likely to be supported and sustained by the stakeholders.
==References==
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抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』
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