Brain Drain: Draining Developing Countries of Their Economic Potential - Essay Sample

Introduction

Developing countries usually lag in almost all corners of life especially regarding economic. Economists have termed Brain Drain as the significant pullback of development in the third-world states even as they strive to financial stability. Economy expert Rapoport (2016) describes the concept of Brain Drain as the situation in which highly trained individuals or professionals leave their developing nations to work in a more developed state. Notably, people who opt to work in a rich country are often embedded with the desires of finding better economic experiences such as high salaries. However, they migrate leaving un-filled spaces of commercial efforts; thus, making their countries to be more economically challenged. On the other hand, the transition benefits the hosting nations as the professionals put their efforts there through taxation. This paper, therefore, aims at evaluating solutions of the brain drain problem to improve the status of the developing nations, paying attention to Kenya ,economic-wise which include education, marketing campaigns, and improvement of working conditions, which this paper refer as the best. An excellent work environment boosts workers' morale to continue working in the same situation.

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One approach suggested by economic experts to curb brain drain is education. Oztuk (2001) terms education as a fundamental factor to economic development as it nurtures a person's qualification skills that enable him/her marketable in the job market. Training as a solution to brain drain advocates for the developing countries' administration to adopt systems fit the labor requirements (Zaidi, Ahmed & Aslam, 2014). Kenya, as an emerging nation, battles with the menace of unemployment that results from high labor standards than the education process (Elima, 2015). More so, the education is faced with policy as well as social challenges that create less impact concerning skill acquisition (Wambugu, Munga & Onsomu, 2009). As a result, the unemployed fellows are left with the option of going to look for "green pastures" in foreign countries. Moreover, another strategy regarding education towards curbing brain draining is improving the education system to prevent people from exiting their home-nations to pursue quality systems (The Borgen Project, 2018). Higher-education institutions face unstable conditions such as overcrowding and less marketable courses (Wmbugu et al., 2009). The advantage of this method is that it will minimize the chances in which the learners will be absorbed in the developed countries. However, the challenge is that the educates may lack job opportunities despite their education in Kenya due to the unstable economy (Zaidi et al., 2014).

Consequently, another essential solution to brain drain is the marketing campaign to cajole people into remaining in their countries regardless of the economic tussles (Yadav, 2017). Notably, the main activity in this option is to direct a message to a targeted audience for a particular time to achieve a set objective (Rice & Atkin, 2012). This method is communicative to appeal to the individuals to change their existing negative perspectives regarding their nation's development opportunities. In Kenyan perspective, Kenyans should be reminded of the importance of remaining in their countries to build stability instead of aiding other nation's economy by working there (Yadav, 2017). A good example of such activity is "I am proud to be a Kenyan" (Simon, 2012). The campaigns are conducted using mediums that can reach a mass audience such as broadcast (Rice & Atkins, 2012). Nevertheless, the process involves giving the citizens entrepreneurship ideas so that they do not rely on employment entirely, the aspects that cause frustration prompting them to leave the country (Wilkins, 1996). The main advantage of using campaigns in this context is that it educates and motivates people about contributing to their country's growth. Moreover, the public gains knowledge on handling economic difficulties; thus, limiting reason to travel abroad. The challenge is that the audience's attitude may not be convinced.

Several researchers have confirmed that it is futile to convince people to remain in their countries if the economic situations are dire; thus, bettering the work conditions is the best strategy. It can be done elevating job resources such as research studies to enable the workers to gain profession skills (The Borgen Project, 2018). It is critical to note that people do not brain drain for necessary money gains but to boost their intellectuality (The Borgen Project, 2018). Alternatively, the state's government can advocate goo and reasonable salaries that will cater to people's needs. Rapoport (2016) cited poor remunerations as the initial push of people to leave their countries. More so, the governments should ensure proper living conditions by reducing the cost of living as well as cutting of extreme taxes (Rapoport, 2016). This solution will not only eliminate brain drain, but it will also contribute to the nation's economic stability.

The improvement of work conditions breeds positive outcome, particularly regarding economic wellness. First, it increases job engagement among the employees who feel comfortable in their working stations (Rapoport, 2016). It is rare for business owners in developing countries to pay attention to their staffs' wellness (Robertson, Brown & Dehejia, 2016). As a result, people experience job satisfaction that motivates them to stay. Besides, the stipend increment prevents the severe living conditions that make people go to rich countries with hopes of better living (Wilkins, 1996). On the same count, there will be a reduction in the rate of poverty as people will be able to earn a living which will, in turn, contribute to the economic stability (Wilkins, 1996). Chiefly, the availability of work resources contributes to high output performances that make the country's job market to be competitive worldwide.

On the other hand, this solution has its limits in Kenya as confirmed by economic critics. According to Robertson, Brown, and Dehejia (2016), the third world countries usually experience poor labor practices due to the high poverty levels. Importantly, the primary focus regarding work-put is quantity instead of quality (Robertson et al.,s 2016). As a result, employees are subjected to extreme conditions to meet the high productivity requirements (Robertson et al., 2016). Therefore, the implementation of work environment improvement which advocates for quality production instead of quantity will bring loss to companies' owners (Robertson et al., 2016). For instance, a work condition requirement that orders employees to work few hours means that the organization will produce as it wishes. Consequently, the approach will breed to biases in the business industry. It is obvious that not all institutions will adhere to the changing policies; thus, they will be less favored. However, these advantages are considered to be insignificant as they only affect a small sector of the countries' development.

It is critical to compare the best solution regarding the matter of brain-draining to the other two to prove efficient practice. Education as a way to prevent professionals from migrating to developed countries is a vital aspect. However, it does not guarantee economic empowerment like it is the case of improving working conditions. For instance, if there are resources that will enhance personal economic development in the nation, then there will be no need for career people to opt for other countries with better opportunities. The same applies to the campaign strategy. There need to be something positive first regarding the economy to be campaigned for otherwise the efforts will be futile as the public will not be convinced. For instance, it will be impossible to persuade people not to adverse to their dream lives in the developed nations when their home countries are facing extreme conditions economic wise. Notably, this comparison indicates that the solutions of "education" and "campaigns" depend on "Improving working conditions"; hence proving its effectiveness.

Conclusion

In conclusion, brain drain is a symbol that Kenya as an upcoming country regarding economy will continue to fail in economic development. Kenyans need to understand their nation require their input to progress economically. Improving working and living conditions seem to be a productive solution to this problem. Chiefly, this tactic could help in changing the minds of the people who desire to work outside their countries and opt to stay to create innovation chance.

References

Borgen Project. (2018). Reducing the Brain Drain. Retrieved from https://borgenproject.org/reducing-the-brain-drain/. Accessed on April 13, 2019.

Elima, E. K. (2015). The Effect of Education on Youth Employment in Kenya (Doctoral dissertation, Doctoral Thesis. Nairobi: University of Nairobi).

Ozturk, I. (2001). The role of education in economic development: a theoretical perspective.

Rapoport, H. (2016). Who is Afraid of the Brain Drain? A Development Economist's View. Law, Ethics and Philosophy, (4), 119-131.

Robertson, R., Di, H., Brown, D. K., & Dehejia, R. H. (2016). Working conditions, work outcomes, and policy in Asian developing countries.

Rice, R. E., & Atkin, C. K. (Eds.). (2012). Public communication campaigns. Sage.

Simon O. (2012). Kenya the Beloved.

Wambugu, A., Munga, B., & Onsomu, E. (2009). UNEMPLOYMENT IN KENYA: THE SITUATIONAL ANALYSIS May 2009.

Wilkins, K. G. (1996). Development communication. Peace Review, 8(1), 97-103.

Yadav K. R. (2017). How to stop brain drain in developing economies? What steps should be taken at Government level to stop brain drain? ResearchGate. Retrieved from https://www.researchgate.net/post/How_to_stop_brain_drain_in_developing_economies_What_steps_should_be_taken_at_Goverment_level_to_stop_brain_drain. Accessed on April 13, 2019.

Zaidi, S. S. Z., Ahmed, S. S., & Aslam, M. F. (2014). Intellectual Brain Drain from Less Developing Countries to Developed Countries: Reasons, Issues and Solutions. Studies in Social Sciences and Humanities, 1(4), 146-149.