WGU D372 WMM1 TASK 1 | INTRODUCTION TO
SYSTEMS THINKING | 2026/2027 UPDATE
WESTERN GOVERNORS UNIVERSITY Complete Task with
100% Correct Solutions | A+ Graded
Scenario Context: For the purpose of this task, the organizational problem selected is "Critical
Nurse Retention Crisis in a Regional Hospital System." This scenario provides a robust
foundation for analyzing events, patterns, structures, and mental models.
PART A: PROBLEM IDENTIFICATION (EVENT-LEVEL ANALYSIS)
The Event: The immediate event is the sudden resignation of three senior Registered Nurses
(RNs) from the Emergency Department (ED) within a single pay period, occurring
simultaneously with a "Code Purple" (overcapacity) declaration in the hospital. This has resulted
in a nurse-to-patient ratio of 1:8, well above the safe standard of 1:4, leading to a medication
error incident and a formal complaint filed by a patient's family.
Analysis of the Event: At the event level, the problem presents itself as a personnel crisis.
Management’s immediate reaction has been to offer overtime bonuses to remaining staff and
hire expensive travel nurses to fill the gaps. This is a reactive stance, treating the event a s an
isolated incident of "bad luck" or "post-pandemic fatigue." The focus is solely on the "what just
happened?"—the visible tip of the iceberg. The symptoms are clear: vacant positions,
exhausted staff, and immediate safety risks. However, identifying the event does not explain
why it is happening.
PART B: PATTERN IDENTIFICATION (TREND ANALYSIS)
Historical Trends: Upon looking beneath the event, a distinct pattern emerges over the last 24
months.
1. Turnover Trends: Data analysis reveals that nurse turnover has risen from 12% to 28%
over two years. Resignation peaks occur consistently 3 months after annual performance
reviews and during flu season peaks.
SYSTEMS THINKING | 2026/2027 UPDATE
WESTERN GOVERNORS UNIVERSITY Complete Task with
100% Correct Solutions | A+ Graded
Scenario Context: For the purpose of this task, the organizational problem selected is "Critical
Nurse Retention Crisis in a Regional Hospital System." This scenario provides a robust
foundation for analyzing events, patterns, structures, and mental models.
PART A: PROBLEM IDENTIFICATION (EVENT-LEVEL ANALYSIS)
The Event: The immediate event is the sudden resignation of three senior Registered Nurses
(RNs) from the Emergency Department (ED) within a single pay period, occurring
simultaneously with a "Code Purple" (overcapacity) declaration in the hospital. This has resulted
in a nurse-to-patient ratio of 1:8, well above the safe standard of 1:4, leading to a medication
error incident and a formal complaint filed by a patient's family.
Analysis of the Event: At the event level, the problem presents itself as a personnel crisis.
Management’s immediate reaction has been to offer overtime bonuses to remaining staff and
hire expensive travel nurses to fill the gaps. This is a reactive stance, treating the event a s an
isolated incident of "bad luck" or "post-pandemic fatigue." The focus is solely on the "what just
happened?"—the visible tip of the iceberg. The symptoms are clear: vacant positions,
exhausted staff, and immediate safety risks. However, identifying the event does not explain
why it is happening.
PART B: PATTERN IDENTIFICATION (TREND ANALYSIS)
Historical Trends: Upon looking beneath the event, a distinct pattern emerges over the last 24
months.
1. Turnover Trends: Data analysis reveals that nurse turnover has risen from 12% to 28%
over two years. Resignation peaks occur consistently 3 months after annual performance
reviews and during flu season peaks.
