The objective of this study was to explore if New Hampshire is experiencing ‘Brain Drain’ phenomenon. For this study, Brain Drain is defined as a metaphor denoting “difficulty finding skilled and talented workers to work in New Hampshire”. This study explored the lived experiences and perceptions of two groups over many years, including the recent downturn in the economy and through its ongoing recovery.
Group 1 were participants from New Hampshire State Level Offices and State Organizations whose purpose is to assist New Hampshire businesses and their workforces. They were asked if they believed New Hampshire was experiencing brain drain phenomenon, and if so how were the New Hampshire State Offices and State Organizations trying to solve it. Group 2 were participants from New Hampshire Businesses, residing in all 10 New Hampshire counties, as well as across different Industry Sectors. They were asked if they believed if their New Hampshire Businesses were experiencing brain drain phenomenon, and if so how were their New Hampshire Businesses trying to solve it. The researcher compared the results of Group 1 and Group 2, to see if they believed New Hampshire and the New Hampshire Businesses were experiencing brain drain phenomenon, and if so were both groups working together to help solve it?
The study revealed three major findings. First, both Groups believed New Hampshire was experiencing brain drain phenomenon, however there was a disconnect on how they were both trying to solve it. Second, the results demonstrated that the New Hampshire Businesses were experiencing two types of brain drain phenomenon. They were finding difficulty filling Knowledge and Information Age jobs—mainly in the STEM (Science, Technology, Engineering and Mathematic) fields. However, even more evident, they were finding much more difficulty filling Industrial Age jobs, mainly in the Manufacturing industry sector. Third, the two types of brain drain phenomenon were being compounded with a decline in New Hampshire workforce population, as demographics show the state’s population is aging.
Leadership examples from both groups were cited. Future leadership opportunities were presented. Conclusion: Strive to match business opportunities, with the right skills, and available population.
|Commitee:||Abel, Richard M., Kumar, Sonal|
|School:||Franklin Pierce University|
|School Location:||United States -- New Hampshire|
|Source:||DAI-A 77/08(E), Dissertation Abstracts International|
|Subjects:||Economics, Organizational behavior, Operations research|
|Keywords:||Brain drain phenomenon, Business instability, Business opportunity, New Hampshire, Population demographics, Workforce skill sets|
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