In recent years international health care organizations are more and more recognizing the impact of nursing shortages in every aspect of health care delivery. Many health care delivery systems are increasingly recognizing the threat recurrent shortages of registered nurses impose on the health care system (Krall & Prus, 1995). This trend has become increasingly apparent from about the mid 1980s through the present, with concerns over nursing shortages leading many health care specialists to explore "the dynamics of the nursing labor market using neoclassical labor market analysis" (Krall & Prus, 67). Using this approach many suggest that chronic nursing shortages in the global market result from depressed wages and excess demand, and that hospitals tend to command "monopsonistic power" when it comes to nursing management (Krall & Prus, 1995). Under this line of thinking hospitals have traditionally resulted to substituting less skilled nursing personnel in place of RN's when the need arises to cope with nursing shortages, potentially decreasing the quality of care afforded patients and customers of the hospitals.

One thing is certain; the future of the modern globa

Impact Nursing Shortage on Education and Training

Despite these efforts chronic shortages still exist with regard to attracting and retaining competent staff. Many educational facilities are realizing decreased enrollment in nursing programs, in part because many perceive the field of nursing to be one that is over taxing (Clark & Drinka, 2000). Educators will have to work diligently at highlighting programs that provide potential nursing students with the skills necessary to face the new challenges associated with working in a global nursing environment.

The new model for educating nurses includes more diversity training so nurses are capable of working with diverse patients from diverse backgrounds (Clark & Drinka, 2000). It also includes an interdisciplinary approach to training that cross-trains nurses and other health care staff members to work in various settings and under dynamic conditions.

Health care organizations are also working to involve nursing staff more in decision making processes in an attempt to increase job satisfaction and promote reduced turn over and greater loyalty among qualified staff, as many nursing shortages have been attributed to overworked nurses and lack of job satisfaction (Clark & Drinka, 2000). More and more workforces are designing systems that allow nurse practitioners to provide feedback and work in an environment that is more supportive even in light of chronic over scheduling or nursing shortages.

Future of Workforce Design and Organization

Nursing workforce design is increasingly taking on an interdisciplinary and collaborative approach, with more nurses and health care staff trained in a diverse array of services (Clark & Drinka, 2000). More health care systems are developing teams that consist of a nu

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