When this happens, staff must choose whether to neglect CPTs, service groups, or neither. As the non-volunteering problem increases, and the few with a superior work ethic carry on heroically to get the work done, it will seem to make sense to provide merit pay and other status rewards to these heroes. But it is unlikely that non-volunteers will be induced by such measures to share a fuller portion of the burden. The prevailing work culture has taught most assistants not to think in terms of more money for extra work. Primary loyalty is in the service group.
Stress is alleviated by mutual support from close friends.
Overwork is born as gracefully as possible, and meanwhile, when there are calls for volunteers, someone else usually picks up the ball, and there is no punishment for dropping it. Critical Process Teams are here to stay because more projects are getting done by more people. With more participation allowed, assistants now have a chance to use their special skills and talents, and the administration has employed them more fully. The answer seems to be negative. Some members of the staff are angry that the organization takes advantage, gives too little in rewards, and allows some to take a free ride.