随着中国经济的高速发展和对外合作的不断加强，我国的投资环境和政策推动已经成为吸引别国对华投资的重要因素。但一个企业到别国投资，并不是一帆风顺的，首当其冲要面对的问题就是跨文化的适应问题。面对文化的冲突，企业对于员工的管理与激励如何才能更加有效，使员工更具积极性和主动性，激发员工的能力，更好的推动企业的发展，是每个跨文化企业需要去关注和研究的。

Research on employee motivation of N company in cross cultural context

Abstract

With the rapid development of international cooperation and China economy continue to strengthen, China's investment environment and policies has become an important factor in attracting foreign investment in China, However, it is not easy for an enterprise to invest in other countries. The problem that faces the first place is cross-cultural adaptation. In the face of cultural conflict, enterprise management and incentive for employees to make employees more effective, more enthusiasm and initiative, ability to motivate employees, to better promote the development of enterprises, each cross cultural enterprises need to pay attention to and study .

This paper analyzes the current situation of the incentive of N company, and points out the differences between Chinese and Korean enterprises culture, main problems in salary distribution, performance appraisal, training incentive and occupation development planning and other aspects, in order to solve these problems through the form of questionnaires and interviews, understand the real needs of the current ideas and incentive mechanism the staff of N company. And based on the analysis of the causes of problems, we find the design direction of N company employee motivation.

Under the guidance of cross-cultural and incentive theory, this paper makes a detailed understanding and analysis of the employees' needs of N company, and puts forward the incentive program in light of the actual situation of the enterprise. In the aspects of salary incentive, to join the factors of capacity and performance, solve the N company's long-standing problems in the promotion by seniority; performance evaluation, not only highlight the key indicators of business, and the angle to the comprehensive evaluation, with the combination of KPI and 360 degree evaluation method, a double quantitative and qualitative evaluation model. To eliminate the influence of cross culture; in the aspects of training, improve the training of professional and targeted for cross-cultural training at different levels, establish a sound training system; the occupation development planning, design a personal occupation training plan model, make clear the growth path of their own employees, and establish clear vision of the gap the staff, motivation, motivation.

This paper can gradually expand the market in the process of Chinese provides rich theoretical and case reference in Korean enterprises, according to the present situation and limitations of existing occupation psychological development in the cultural context of the staff, by Korean enterprises in China for employee motivation and attention, to understand the relationship between cultural differences and management, the original thinking in correcting misunderstandings. Reasonable treatment of employees identity and role in the enterprise, a correct view of the occupation and development, and use the right way in enterprise management.

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