Journal of Advance in Social Science and Humanities ISSN: 2395-6542 CrossRef DOI: http://dx.doi.org/10.15520/jassh212153 Journal of Advances in Social Science and Humanities, Vol. 2, Issue. 12, Dec 2016 20171 Research Article Brain Drain in Private Universities in Kenya: Seeking for an Innovative Solution Mbarushimana Nelson, Ojunga Judith, David Okurut, Ndawalana Ewk, Elizabeth Metto, Kamau Sammy and Cherutoh Gracie, Lazarus Ndiku Makewa University of Eastern Africa, Baraton, Accepted 2016-12-02; Published 2017-01-02 ABSTRACT The problem of brain drain is a worldwide phenomenon that has been and is still being experienced by most institutions of higher learning both in the developed and developing world. This study, therefore, earmarked at finding out the causes, effects and possible innovative solutions toward retaining skilled lecturers in institutions of higher learning. This research was carried out using a descriptive survey design. Data was collected from all lecturers at University of Eastern Africa, Baraton using questionnaires on a 5 point rating Likert scale of Strongly Agree, SA=5, Agree, A=4, Uncertain, UC=3, Disagree, DA=4, Strongly Disagree, SD=1. The questionnaire was validated by experts in the Education Department at UEAB. The researchers administered the instruments. Data was analyzed using SPSS. Findings exposed low basic salary, poor administration, political instability and absence of study opportunities as major causes of brain drain. Respondents also strongly agreed that the receiving university benefit immensely in terms of: expansion of the pool of skilled lecturers; contribution to the quality of education; boosting morale of lecturers and enhancing popularity of the university. Major solutions to brain drain were improved remunerations, effective administration, stable working environment, attractive employment opportunities, national and international links promotion, opportunities for further academic developments and fair promotion procedures. Findings also showed that if these solutions are implemented at a university, such a university will be able to retain its lecturers. KEYWORDS Brain Drain; Private Universities; Higher Education; Pulling Factors; Pushing Factors; Innovation. INTRODUCTION Higher education is renowned as an engine for economic growth as well as a gatekeeper to individual position of high remuneration and reputation. Faculty is the foundation of this higher education enterprise and the quality of its products is highly dependent on the availability of quality faculty. Institutions with quality faculty are more likely to develop and produce skilled human capital needed for national development. In a study of academic staff turnover in Nigerian universities, Nwadiana (2002) argued that since institutions serve as storehouses for nurturing the manpower needs of the nation, the number of academic staff, quality, and effectiveness make the difference in university education and production functions. In order for higher education to enhance the capacity to development needs, academic quality must be ensured. One of the ways for ensuring academic quality is by maintaining a competent and stable faculty. However, brain drain has made it difficult for African higher education institutions to maintain a high quality faculty. The phenomenon of international and national migration of scholars is as old as universities themselves (Teferra, 2000). When an institution becomes a substantial net exporter of intellectual talent, a brain drain condition is said to occur. The use of the word brain pertains to any skill, competency or attribute that is a potential asset while drain implies that this rate of exit is at a greater level than what might be desired (Giannoccolo, 2006).