Cluster management℠ is a management model that fosters decentralization of management, develops leadership potential of staff, and creates ownership of unit-based goals. Unlike shared governance models, there is no formal structure created by committees and it is less threatening for managers. There are two parts to the cluster management℠ model. One is the formation of cluster groups, consisting of all staff and facilitated by a cluster leader. The cluster groups function for communication and problem-solving. The second part of the cluster management℠ model is the creation of task forces. These task forces are designed to work on short-term goals, usually in response to solving one of the unit’s goals. Sometimes the task forces are used for quality improvement or system problems. Clusters are groups of not more than five or six staff members, facilitated by a cluster leader. A cluster is made up of individuals who work the same shift. For example, people with job titles who work days would be in a cluster. There would be registered nurses, licensed practical nurses, nursing assistants, and unit clerks in the cluster. The cluster leader is chosen by the manager based on certain criteria and is trained for this specialized role. The concept of cluster management℠, criteria for choosing leaders, training for leaders, using cluster groups to solve quality improvement issues, and the learning process necessary for manager support are described
Care Delivery Systems| November 01 1992
Rebecca Katz, RN, MA, CCRN
AACN Adv Crit Care (1992) 3 (4): 743–748.
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Rebecca Katz; Cluster Management℠. AACN Adv Crit Care 1 November 1992; 3 (4): 743–748. doi: https://doi.org/10.4037/15597768-1992-4002
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