Several possible issues here, maybe some will apply to your situation.
One is working for salary instead of hourly, and one I would urge you to consider carefully before accepting a management slot. If you can not come up with staff, guess who gets to work that shift for free, while still being held responsible for all that paperwork and the performance of whatever staff you do have? That would be you. Nurse Manager is one of a very few professions that get less pay and more responsibility than floor nurses. No more OT. No more shift diff. Lots more headaches.
Another thing to consider is the managment culture of the facility. A new DON can have a huge impact on management culture, the way things get done, by deciding who gets what, and which other somebody is paying for it. Frequently DONs are changed because management culture or structure does need to change. Sometimes new DONs...well nevermind.
A third item is the boatload of new requirements coming down the pike in the last few months. Two years ago everyone had to know where the fire alarm pull was, come up with something reasonable if a JCAHO inspector asked about "R-A-C-E" and demonstrate reasonable competence applying universal precautions universally. Now we proabably all are looking at new documentation with a space for that "new" fifth vital sign, plus we got the ergonomics inservice to get through annually. On top of that, the defense lawyers clearly had some big top secret national convention somewhere, 'cause CYA charting is tripling everywhere I have been or heard about lately.
The real shame of all the new paperwork and computer screens is I have yet to see a new blank on a form or "required field" in a computer screen that is doing anything but wasting the precious little time I have. I would be a lot happier in my job if I could charge triple time for all the times I write "N/A" or "see nurse's note", even just one day a week.
This comes back to frustrated management because the nurse managers can't just add a box to the assessment form for "pain assessment." They got to go to meetings, lots of them, with lots of different departments to get that one little box put on the form. The bigger the instituition or corporation is, the more committees and risk managers there are to put their two cents in.
True story, I was on an Endo unit at a big teaching hospital, the nurse manager went to meetings for a soild month and a half to get the "pain assessment" block onto the unit flowsheet. Finally, nursing steeering, risk management and executive management all three signed off on the new form and she sent it over to the hospital printer so we could start using it. Five days later, still no form, she calls the printer to see what's up with the form and she gets the run around for three more days. Finally the printer calls back, and says the risk manager of the printing department says the text describing the numeric, thermometer and faces scale in the new pain assessment block is "too small" and poses a liability to the facility because some nurses might not be able to read it, and therefore might misuse it, exposing the hospital to potentially expensive litigation and therefore they are not going to print it, but are instead forwarding it to legal, not risk management this time, but legal, for a second opinion. In the meantime, no we could not have any more copies of the old form even if we were out, because the old flowsheet form did not have a pain assessment block on it, and even the printer's secretary knows assessment forms have to have a space to chart pain assessment. It was a total circus. Not even the medical director of the unit could get actual preprinted forms from printing. We finally called the Chief Medical Officer of the University Health System and left him a voice mail to the effect that we were going to start Xeroxing our last copy of the old form until we got the new form in, and wouldn't those look great to a jury. If this sounds like something fun for you to do all day every day, by all means consider management.