| With the development of the economic globalization, Ethnic Chinese multinational corporations become active in the economic arena as a new force that grows rapidly. As they have countless ties with China ,many of these corporations set up enterprises in three forms of sino-joint venture, cooperative business and exclusively foreign-owned enterprises in China, which have contributed a lot to the local economy. And they will show their increasingly important role with the passage of time. As ethnic Chinese multinational corporations establish their subsidiaries continuously, such problems ,including how to influence and direct their employees wanted behavior, pursuing the balance between institution and human nature in disposing human resources efficiently, become the priority we must solve at present. This thesis comes to being on the background of the needs for practice and lack of theory on these particular field. The purpose of selecting the Arbin instrument company as a case to research is to explore the establishment of the motivation mechanism theoretically . Based on the status quo of Arbin instrument company's Chinese subsidiary's , the thesis makes an analysis of the achievements and problems it face, which are the core issue of the company's human resource management. Then , the conclusion, a set of a perfect motivation mechanism should be established, is made. Besides , the thesis proposes framework of the motivation mechanism and operation of the pattern in detail.This thesis is divided into four chapters:The first chapter mainly introduces the research cause ,research outline and framework. Discussing from the to aspects, respectively speaking, motivation as the core of the management and rapid grow-up of the ethnic Chinese multinational corporations in China , the thesis points out the importance of the research of the motivation mechanism of the ethnic Chinese multinational corporations' subsidiaries in China. Then , The literature review in this field ,including motivation theory ,principle-agency theory and the MNCs' subsidiaries' theory, is made , which are the theoretical basis of the thesis. chapter 2 makes an analysis on the management status quo and motivation mechanism in Arbin. Firstly, the general situation of the headquarter of the Arbin, market prospect, competitive situation, role of the subsidiary, organizational structure, the characteristic of human resource and human resource management are stated respectively. Secondly, some good motivational policies established by Arbin(China) in the period of "infancy development"are stated. Thirdly, deficiencies of the motivation mechanism at present are pointed out. To be more specifically , there are six problems: (1)without diversification, the motivation method isn't devised according to the employees "needs".(2)Material motivation is limited; (3)Differential management, or use different management policy to the employees according to the relationship between the employees and the employers; (4) Pay little attention to career management, and the employeespromotion chance is limited; (5)Lay emphasized on concentration of power; (6)Human resource policy is easily subjective to revise and not systematically 。Therefore , it is true that as a high-tech enterprise, Arbin's product is top-quality, however, its management , especially motivation mechanism , lag behind greatly. In the last part of the chapter two, such reasons as the transformation of the role of the subsidiary, the development circle of the enterprise, family management and organizational structure that lead to the inefficacy of the motivation are explored on the deep level..A set of perfect motivation mechanism for Arbin instrument company(China ) is established in the third chapter. Motivation is key to the company's survival,development even achieving the competitive advantage, therefore, it is necessary to establish a set of perfect motivation mechanism so as to attract potential talents and boost employee's enthusiasm. The...
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