WGU D372 WMM1 TASK 2 | INTRODUCTION TO
SYSTEMS THINKING | 2026/2027 UPDATE
WESTERN GOVERNORS UNIVERSITY Complete Task with
100% Correct Solutions | A+ Graded
Scenario Context: This task continues the analysis of the "Critical Nurse Retention Crisis"
introduced in Task 1. The Causal Loop Diagram (CLD) visualizes the dynamics described in the
previous task.
Core Issue: The Regional Hospital System is experiencing a self-perpetuating cycle of nursing
staff attrition. As experienced nurses leave, the workload on remaining staff increases, leading
to burnout and further resignations. The hospital’s reliance on temporary travel nurses to bridge
the gap is eroding the organizational budget and team cohesion, creating a structural deficit
that prevents the hiring of permanent staff, thereby reinforcing the cycle of turnover. This is a
classic "Fixes that Fail" or "Shifting the Burden" archetype.
PART B: VARIABLE IDENTIFICATION
To construct the Causal Loop Diagram, the following key variables have been identified:
1. Workload Pressure: The volume of tasks per nurse per shift.
2. Nurse Burnout: The level of physical and emotional exhaustion among staff.
3. Turnover Rate: The percentage of staff resigning per quarter.
4. Experienced Staff Levels: The number of permanent, tenured nurses.
5. Reliance on Travel Nurses: The percentage of staff pool consisting of temporary agency
workers.
6. Training Costs: Financial resources allocated to onboarding.
7. Budget for Permanent Wages: Funds available to increase permanent staff salaries.
8. Patient Safety Errors: The rate of medical errors/incidents.
SYSTEMS THINKING | 2026/2027 UPDATE
WESTERN GOVERNORS UNIVERSITY Complete Task with
100% Correct Solutions | A+ Graded
Scenario Context: This task continues the analysis of the "Critical Nurse Retention Crisis"
introduced in Task 1. The Causal Loop Diagram (CLD) visualizes the dynamics described in the
previous task.
Core Issue: The Regional Hospital System is experiencing a self-perpetuating cycle of nursing
staff attrition. As experienced nurses leave, the workload on remaining staff increases, leading
to burnout and further resignations. The hospital’s reliance on temporary travel nurses to bridge
the gap is eroding the organizational budget and team cohesion, creating a structural deficit
that prevents the hiring of permanent staff, thereby reinforcing the cycle of turnover. This is a
classic "Fixes that Fail" or "Shifting the Burden" archetype.
PART B: VARIABLE IDENTIFICATION
To construct the Causal Loop Diagram, the following key variables have been identified:
1. Workload Pressure: The volume of tasks per nurse per shift.
2. Nurse Burnout: The level of physical and emotional exhaustion among staff.
3. Turnover Rate: The percentage of staff resigning per quarter.
4. Experienced Staff Levels: The number of permanent, tenured nurses.
5. Reliance on Travel Nurses: The percentage of staff pool consisting of temporary agency
workers.
6. Training Costs: Financial resources allocated to onboarding.
7. Budget for Permanent Wages: Funds available to increase permanent staff salaries.
8. Patient Safety Errors: The rate of medical errors/incidents.
