Organizational Analysis & Problem Solving:
Addressing Nurse Burnout and Turnover in a Regional Hospital System
Amanda Ramstrom
St. Thomas University
MAN 700: Organizational Behavior
Dr. Luz Rios
February 23, 2026
, Organizational Analysis & Problem Solving
Case Summary and Organizational Context
The Regional Health System (RHS) is a hypothetical 300-bed hospital serving a mid-
sized metropolitan population. Over the last three years, RHS has experienced a sharp
increase in voluntary nurse turnover, rising from 14% to 28% annually. This rate
significantly exceeds national healthcare benchmarks and has begun to negatively affect
patient satisfaction, safety outcomes, and team morale.
Exit interviews reveal consistent behavioral patterns including emotional exhaustion,
reduced engagement, lack of managerial support, limited voice in decision-making, and
perceived inequities in workload allocation. Engagement survey results indicate declining
trust in leadership and growing perceptions that management prioritizes efficiency
metrics over employee well-being. Although staffing shortages contribute to workload
strain, the underlying issue is rooted in organizational behavior factors rather than
external labor market conditions.
Problem Identification
Addressing Nurse Burnout and Turnover in a Regional Hospital System
Amanda Ramstrom
St. Thomas University
MAN 700: Organizational Behavior
Dr. Luz Rios
February 23, 2026
, Organizational Analysis & Problem Solving
Case Summary and Organizational Context
The Regional Health System (RHS) is a hypothetical 300-bed hospital serving a mid-
sized metropolitan population. Over the last three years, RHS has experienced a sharp
increase in voluntary nurse turnover, rising from 14% to 28% annually. This rate
significantly exceeds national healthcare benchmarks and has begun to negatively affect
patient satisfaction, safety outcomes, and team morale.
Exit interviews reveal consistent behavioral patterns including emotional exhaustion,
reduced engagement, lack of managerial support, limited voice in decision-making, and
perceived inequities in workload allocation. Engagement survey results indicate declining
trust in leadership and growing perceptions that management prioritizes efficiency
metrics over employee well-being. Although staffing shortages contribute to workload
strain, the underlying issue is rooted in organizational behavior factors rather than
external labor market conditions.
Problem Identification
