Brain Drain in Singapore
Globalisation in today's world has led to increased mobility
across geographical boundaries. One such example is the migration and movement
of people due to the ease of transportation. Due to this interconnectedness
among countries, the issue of brain drain can be said to have accelerated.
Brain drain can be defined as “The loss of skilled intellectual and technical
labor through the movement of such labor to more favourable geographic, economic,
or professional environments.” (The Free Dictionary, 2013). As Mr Lee Kuan Yew
(2008) asserts, “Singapore is losing about 4 to 5 per cent of the top 30 per
cent of its population every year. Every year; some 1,000 people at the top end
are giving up their citizenship. And he believes the numbers are growing. (as
cited in Saha, n.d)"
There are a few causes that lead to brain drain in Singapore
(Loh, Tan, & Zou, 2012). Firstly, working abroad has a better
opportunity as compared to working in Singapore. Most people find that
opportunities can range from higher salaries earned, increase chances of career
advancement and being appreciated in their company. One example is the United
States. Fresh graduates that are employed in big information technology
companies earn between $87000 to $115000, whereas investment banks and consultancies
pay up to $130000. As stated in the same article, these amounts are three to
five times more than the average pay in Singapore. In addition, the carefree
working environment and the emphasis on creativity in these companies act as a
factor to attract Singaporeans. Causal attire is not frowned upon in these
countries. Recreational areas provide an outlet for employees to explore their
creativity as well (“Overseas Students", 2009).
Secondly, some countries provide a better standard of living.
These countries have a slower pace of life, which appeals to Singaporeans who
feel that it is too stressful to work in Singapore. They feel that Europe, for
instance, places more emphasis on the quality of life as compared to Singapore
(“Overseas Students", 2009).
The causes of brain drain as stated above will result in
Singapore facing severe consequences (Loh, Tan, & Zou, 2012).
It can have a direct impact on the country’s economy. Singapore,
a country that lacks natural resources, is at a disadvantage as compared to
many countries that are rich in them, such as Saudi Arabia that is rich in oil.
It relies heavily on the only resource that it has, which is the human capital
to drive its economy. With a shortage of human capital, it may affect the
operations of some companies. This may result in Singapore lagging
behind countries in terms of economic competitiveness.
The government's first step to minimize the effects of brain
drain in Singapore is to implement initiatives to attract Singaporeans abroad
to return to Singapore. These initiatives that are currently in place includes
Singapore Day held in various countries for Singaporeans as well as updating
them with the latest news through a website known as Overseas Singaporean Unit
(OSU) (Yeoh & Lin, 2012).
OSU is a website which caters to the needs of Singaporeans
abroad. The website features tips on preparation for going abroad, staying
abroad and when they return to Singapore. It also provides up to date
information on the latest happenings in Singapore. OCU organise events such as
Singapore Day with the aim for Singaporeans abroad to feel closer to home and
to create a strong sense of identity. This event feature Singapore’s iconic
dishes such as Nasi Lemak and Satay as well as various exhibitions on
Singapore’s heritage and culture (Isaman, 2013).
The government’s aim in implementing these initiatives is to
maintain a strong sense of identity to Singapore despite residing and working
in a foreign land. It serves as a reminder that Singapore is their homeland and
hope that they will return to Singapore.
However, implementing these initiatives alone is not enough.
At the same time, the government should implement other initiatives to prevent
our local talents from leaving Singapore. By increasing the productivity of
workers through skills upgrading workshops, the workforce can stay competitive
and enhance the employability of these workers, leading to economic growth of the
country (Sng, 2012). Through these implementations, the impact of brain drain
can be reduced in the long run.
References
Isaman, N. I., (2013, October 7). Nasi Lemak on the menu at
this
year’s Singapore Day
event in Sydney. Channel NewsAsia.
Loh, Y. X., Tan, W. L., Zou, Z. Y., (2012). A close look
into the risks
of brain drain (Risk Management Society, Nanyang Technological
University,
Singapore). Retrieved from
Overseas Singaporean Unit. (2013). Retrieved from
Overseas students don’t want to work in
Singapore. (2009, July 28).
AsiaOne.
Saha, J. (n.d.). Dynamics of global mobility and
brain gain. Retrieved
from http://www.shri.org.sg/downloads/HC_APR09_article_A.pdf
Sng, E. (2012). Chapter 2:
Globalisation. [PDF] [Lecture Notes].
Retrieved
November 4, 2013, from
http://misssnghumanities.pbworks.com/w/file/28595842/Social%20Studies%20Re vision%20Resource_Globalisation.doc
The Free Dictionary. (2013). Retrieved from
http://www.thefreedictionary.com/brain+drain
Yeoh, B. S. A., Lin, W. Q., (2012). Rapid
growth in Singapore’s
Immigrant Population Brings Policy Challenges (Migration Policy
Institute, National University of Singapore, Singapore). Retrieved
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