Date of Conferral

8-1-2024

Date of Award

August 2024

Degree

Doctor of Business Administration (D.B.A.)

School

Business Administration

Advisor

Ala Dawson

Abstract

A talent crisis in information technology (IT) organizations is creating a ripple effect, hindering businesses' ability to innovate and adapt in a fast-paced technological landscape. IT business leaders are concerned about the lack of a skilled workforce as the primary driver of employee turnover within their organizations. Grounded in Herzberg's two-factor theory, the purpose of this qualitative pragmatic inquiry study was to explore successful strategies IT business leaders used to develop a skilled workforce. The participants were seven IT business leaders who successfully developed strategies to develop a skilled workforce. Data were collected using semistructured interviews and a review of related publicly available documents. The collected data were analyzed using Braun and Clarke’s six-step thematic analysis procedures. From the participants insights, five key themes emerged: (a) building long-term skills for career expansion; (b) competitive compensation and performance-based rewards; (c) cultivating leadership through a transparent and inclusive organizational culture; (d) knowledge transfer and sustainability through coaching, mentorship, and training; and (e) promoting work-life balance and loyalty through flexible work policies. A key recommendation is for IT business leaders to implement coaching and mentorship strategies to facilitate knowledge transfer. The implications for social change include the potential for a larger pool of skilled individuals, fostering technological advancement and innovation within society.

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