the second problem is low employees motivation. This problem is caused by external factory: the over-protection from the government labor policy. And internal factory: culture collision, improper compensation system and lack of sense of belonging to the resort. Culture difference is the main cause of low motivation.

In external aspect, strict local labor market laws and regulations had a great impact on overall structure and performance of local staff. Any BVI organizations are not allowed to lay off staff during slow season, this means government policy guarantee jobs and salary for local staff. Also, policy limited the resort’s ability to dismiss any unqualified local employee like resort need to file documents with the government. There is obvious local preferences in senior position like managers, promotion is given without evaluation on job performance. Due to these policies, local staff had less and less incentive to work hard.

About culture differences, using the hofstede culture dimension to analyze BVI ‘s culture, we found that people in BVI is nurturing orientated and collectivism. Nurturing-orientated means local staff cherish friendships between co-workers and family life, have little apparent interest in earning more money by being more aggressive and assertive in the workplace: i.e. locals not interested in working harder to get tips. Thus, solely financial reward system is not effective at all. Besides, local employees are collectivism. they are mainly concerned with fitting in, not making impressions , and Not concerned with being promoted or having titles because they fear standing out. These features lower local employees motivation.

At present, locals get paid on hourly basis and get a raise each year without a performance review. In other word, bonus of employees is based on the seniority, not the performance. Even if local staff do not do a good job, they still can get raises. Under the improper compensation system, local people lose the incentive to perform well.

Finally, the lack of a sense of belonging to the resort has demotivated the local staff. It is crucial to develop and bond belongingness in order to boost employees working spirit . However, most of the Expatriate managers adopted Laissez-faire style, managers’ roles are minimal and employees manage the work themselves .It cannot encourage loyalty or respect from the local employees. And this style made Communication between managers and employees inadequate. The lack of sense of belonging cannot encourage local staff to enjoy working here and even demotivate them.