Abstract

Anecdotal evidence and personal observations over the past eleven years (1994-2005) indicate that upon completion of doctoral studies, the majority of academic members of staff at Chancellor College, either do not return to the College or return shortly and leave again. This situation has been resulting in: a) serious shortage of highly qualified and experienced intellectuals, b) increased cost to the College as it is forced to recruit on a continuous bases in order to replace those who have left and c) deteriorating academic standards as the College employs more of the younger and less qualified academic staff. Based on the above problems as the rationale for the research, this study made an analysis of the underlying causes of the academic turnover and brain drain within the University of Malawi using data mainly from Chancellor College. The study employed purposive sampling approach targeting academic members of staff who: a) left Chancellor College after completing their doctoral studies, b) the academic staff who remained at the College after similar academic qualifications, c) heads and deans of departments and d) faculty members and key informants at Chancellor College and the University Office. Questionnaires and personal interviews were used to collect both quantitative and qualitative data. The study used exploratory data analysis as its main methodological approach with content analysis method as a complementary one. The results of the study showed that the main causes of turnover and brain drain of faculty members with doctoral degree qualifications included: lack of incentives, low salaries, poor working conditions, lack of opportunities for promotion and growth, lack of performance appraisal system and poor interpersonal relationships among staff, faculty and the administration. This implies that the turnover and brain drain situation will continue to adversely affect the College in effectively running its academic and research programs unless the necessary steps are taken to remedy the problems. On the basis of what the study results revealed, the University Administration should develop and implement workable solutions to address the problems and deal with the causes that result in academic members of staff leaving Chancellor College at a rate which is a serious cause for concern. Specific recommendations that the researcher made to the University Administration include: a) vigorously pursuing income generating activities to supplement the low salaries and improve the economic situation of the college in general, b) promoting innovative research activities by signing and marketing project research proposals developed by academic members of staff for the benefit of the institution, c) charging an additional fee for tuition, d) creating a new partnership with the private sector, e) intensifying parallel and after school/work programmes, and f) effectively using university facilities by renting them out to the public in order to generate additional income. Other suggestions include: developing a proper training policy; using a good performance appraisal system; establishing links with other universities; tapping on the expertise of those in the Diaspora; as well as calling on the Government in order to get more attention, commitment and financial support for providing Malawians with good quality education which is a key factor for the country's development.

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School	: School of Law, Economics and Government
Issued Date	: 2007

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