Brain Drain Question
Posted: Sun Jan 13, 2008 9:29 am
Moved from Global Discussion. http://lakewoodobserver.com/forum/viewt ... highlight= where David Anderson writes:
'Brains' either stay in or move to situations that benefit the person-with-a-brain. In the Cleveland area there are fields that require very educated persons and those fields will fill their high level jobs one way or the other.
Mobility for the sake of establishing a career tracks the level of achieved education. This is both commonsense and well-researched.
"One of the key issues is whether the Brain Gain is an appropriate target for policy action. If the drain of educated young people is merely the symptom of broader economic problems, then policy responses must focus on the root causes of the drain."
from Plugging the Brain Drain. A Review of Studies and Issues for Attracting and Retaining Talent (2001: Carnegie Mellon Univ.) http://www.smartpolicy.org/pdf/
Paul Gottlieb and Mark Fogart, CWRU, wrote an important paper, Educational Attainment and Metropolitan Growth
(200) http://www.milkeninstitute.org/pdf/GottliebFogarty.pdf
Cleveland's score on the New Economy Index, 29.5; rank=33
http://www.neweconomyindex.org/metro/cleveland.html
Compare to Austin, Texas, ranked #2.
http://www.neweconomyindex.org/metro/austin.html
Overwhelmingly, Brains do not hang around to wait for future developments.
If local 'high brain' jobs go begging among local job candidates, that's not a factor promoting brain drain. Tis a labor market issue. However if local supply is greater than demand then obviously the unchosen local candidates will be forced look elsewhere.
This is a perspective at the upper level.
The middle level question could be about how a region brings about higher graduation rates, promotes better matriculation rates, and, reinforces even the possibility of better educated locals being to able to develop their career locally.
Note that this does not present any substantial chicken-and-egg problem. The 'education side' of the challenge can be vigorously worked even if it is also the case that this better education will also promote the better educated having to leave because of the low supply of appropriate jobs.
The job side of the problem is complicated. But it's a bit of canard to say that the quality of Cleveland's workforce mitigates the area's attractiveness to entrepreneurial start-ups. If one starts a manufacturing company and one needs some high level talent, it can be hired whether or whether not the talent is here. If you need a 20-something Wharton equivalent MBA, you cruise the graduating class wherever it happens to be.
However, for example, many small manufacturers decry the quality of the local workforce. Many times this has something to do with finding people who possess a high degree of reliability, trainability, self-efficacy, (ie. drive.)
The cognitive requirements might be very modest. If this employer requires a BA simply as a gatekeeping requirement, the same employer may find it very hard to fill a job paying $25-35k a year. It's a mismatch between job and seeker. Overall, it's possible at this middle level that local graduates with BA's cannot find an appropriate job.
If the gatekeeping credential is a high school diploma, (and what a diploma reflects does not necessarily certify 'skilled' anything,) then it seems we've left the land of brain drain and entered the problematical reality of, for example, employers, such as they are, who want good workers but do not want to provide those good workers with a living wage.
At the level of Lakewood, the community is largely a place where people who work, live. In other words, Lakewood is, in essence, mostly a bedroom community. Whether a community is an attractive place for 'brains' to live and sleep, or not, seems to count for something, both in the directions of the ambiance of the community and toward how Lakewood might capture the youthful brainy tribes.
Let's presume that a community is advantaged by capturing new residents (of the blue-orange-green,) tribes. Two things jump out: one, this means young brains not from Lakewood move to Lakewood to, in effect, sleep, and, two, the total effect is not very likely to be intergenerational. Which is to say the most upwardly mobile of these persons will--someday--move away.
(I'm reminded of early entanglements with visionary alignment researchers over the fact that the intergenerational assumption is specious in the current economic dynamics.)
In concert to a degree yet otherwise certain factors are primary. For example, if a locale has X number of jobs that require credentialing at a specific level, to fill them with local candidates would have to do with the supply of such candidates, AND, whether those candidates are competitive with non-local candidates.Brain Drain question – What comes first: reseeding an educated population in a depressed city; having educated parents gain confidence in a failing urban school district; investment in middle to upper middle class housing; offering incentives for business and industry attraction, growth and retention?
This was a trick question. They all must happen in concert.
'Brains' either stay in or move to situations that benefit the person-with-a-brain. In the Cleveland area there are fields that require very educated persons and those fields will fill their high level jobs one way or the other.
Mobility for the sake of establishing a career tracks the level of achieved education. This is both commonsense and well-researched.
"One of the key issues is whether the Brain Gain is an appropriate target for policy action. If the drain of educated young people is merely the symptom of broader economic problems, then policy responses must focus on the root causes of the drain."
from Plugging the Brain Drain. A Review of Studies and Issues for Attracting and Retaining Talent (2001: Carnegie Mellon Univ.) http://www.smartpolicy.org/pdf/
Paul Gottlieb and Mark Fogart, CWRU, wrote an important paper, Educational Attainment and Metropolitan Growth
(200) http://www.milkeninstitute.org/pdf/GottliebFogarty.pdf
Cleveland's score on the New Economy Index, 29.5; rank=33
http://www.neweconomyindex.org/metro/cleveland.html
Compare to Austin, Texas, ranked #2.
http://www.neweconomyindex.org/metro/austin.html
Overwhelmingly, Brains do not hang around to wait for future developments.
If local 'high brain' jobs go begging among local job candidates, that's not a factor promoting brain drain. Tis a labor market issue. However if local supply is greater than demand then obviously the unchosen local candidates will be forced look elsewhere.
This is a perspective at the upper level.
The middle level question could be about how a region brings about higher graduation rates, promotes better matriculation rates, and, reinforces even the possibility of better educated locals being to able to develop their career locally.
Note that this does not present any substantial chicken-and-egg problem. The 'education side' of the challenge can be vigorously worked even if it is also the case that this better education will also promote the better educated having to leave because of the low supply of appropriate jobs.
The job side of the problem is complicated. But it's a bit of canard to say that the quality of Cleveland's workforce mitigates the area's attractiveness to entrepreneurial start-ups. If one starts a manufacturing company and one needs some high level talent, it can be hired whether or whether not the talent is here. If you need a 20-something Wharton equivalent MBA, you cruise the graduating class wherever it happens to be.
However, for example, many small manufacturers decry the quality of the local workforce. Many times this has something to do with finding people who possess a high degree of reliability, trainability, self-efficacy, (ie. drive.)
The cognitive requirements might be very modest. If this employer requires a BA simply as a gatekeeping requirement, the same employer may find it very hard to fill a job paying $25-35k a year. It's a mismatch between job and seeker. Overall, it's possible at this middle level that local graduates with BA's cannot find an appropriate job.
If the gatekeeping credential is a high school diploma, (and what a diploma reflects does not necessarily certify 'skilled' anything,) then it seems we've left the land of brain drain and entered the problematical reality of, for example, employers, such as they are, who want good workers but do not want to provide those good workers with a living wage.
At the level of Lakewood, the community is largely a place where people who work, live. In other words, Lakewood is, in essence, mostly a bedroom community. Whether a community is an attractive place for 'brains' to live and sleep, or not, seems to count for something, both in the directions of the ambiance of the community and toward how Lakewood might capture the youthful brainy tribes.
Let's presume that a community is advantaged by capturing new residents (of the blue-orange-green,) tribes. Two things jump out: one, this means young brains not from Lakewood move to Lakewood to, in effect, sleep, and, two, the total effect is not very likely to be intergenerational. Which is to say the most upwardly mobile of these persons will--someday--move away.
(I'm reminded of early entanglements with visionary alignment researchers over the fact that the intergenerational assumption is specious in the current economic dynamics.)