Position Sharing in Nursing Practice

This research examines the growing practice in the American economy of position (job) sharing as this human resource management innovation may be applied in nursing practice. The findings of this examination are presented in discussions in which (1) the significance of the issue--position sharing in nursing practice--is justified, (2) the ramifications and implications of the application of the position sharing concept in nursing practice are reviewed, and (3) the appropriateness of position sharing in nursing practice is evaluated.

Significance of the Application of the Position Sharing Concept in Nursing Practice

By the beginning of the 1990s, two problems of significance that will, to a great extent, influence the future character of nursing practice had already become evident. One of these problems is the serious shortage of professional nurses that exists in most geographic areas of the United States (Higgins, 1990, p. B1). The second problem is the phenomenon of the impaired nurse (Naegle, 1991, pp. 69-70). When the concept of the impaired nurse is considered at all by most observers, it is considered in the context of the professional nurse whose performance as a nurse is adversely affected by the misuse of chemical substances. In point of fact, however, a wide range of factors can contribute to the development of impaired performance in the professional nurse. Job dissatisfaction

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ety, the cost of adequate day care is a major problem. No responsible parent wants to leave their children with inadequate care. Yet, many mothers must work outside of the home, in order to survive economically--whether they are from middle or low income families, or whether they head single-parent families. Child care and elder care problems experienced by employees can often be addressed effectively through alternative work week schedules to the standard 40-hour, five-day work week. Such schedules for both a husband and a wife provide significant flexibility in the development of care arrangements for children and elderly relatives. Some organizations have found that the flexible work schedules have a positive impact on an organization's productivity, as well as having a positive impact on employee desires to remain with their organizations. Flexible work time schedules, however, require organizational changes to implement such a program. Higher levels of coordination are required than are required in organizations operating under a standard work week regime. The requirements of coordination associated with the flexible working hours, however, are more than compensated for through increased employee p
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Approximate Word count = 4636
Approximate Pages = 19 (250 words per page)