Getting people to work on a project out of the goodness of their hearts is wonderful in volunteer organizations. The problem that such organizations often run into is that someone doesn't do what she said she would, and because it's a volunteer organization you really have no recourse — you can't fire a volunteer. In such organizations, you need to build a good rapport with other volunteers and provide extra pats on the back and praise for a job well done. After all, appreciation is a form of reward.

To ensure that those around you will participate in a personal, family, or neighborhood project, you may need to trade favors or remind people of what's in it for them. In business, participants can move up the ladder, receive raises, or other such perks. Team members have a much better attitude if they know what they can gain, rather than working not to get fired. Sales projects, such as those in the Boy Scouts, Girl Scouts, or schools, have rewards for those who have sold the most boxes of cookies or rolls of wrapping paper. Similarly, a shining star on a project team may be selected for a vacated management position. Let team members know that their work can be rewarded.

Once someone has agreed to work on a project, they have a moral, ethical, or contractual obligation. This is not to say that a crisis may not interfere with their ability to complete their job; you need to afford a level of understanding.