Here are a few introductory thoughts:

When people face new situations or are asked to do new things or change they, either consciously or unconsciously:

1. Assess whether or not they can handle the situation or do the new thing – if they determine they cannot handle it or do it then the change is doomed 
2. Assess the value they will obtain, in crass terms “What’s In It For Me?” – if they determine the change does not provide enough positive value or remove pain then the change is doomed 

When people assess the value in changes, emotions weigh heavy and logic takes a small back seat.

To maximize your influence and inspire their motivation:

1. First – make sure your requests pass their intrinsic rewards test…as one example, some people take pride in mastery of work – that pride will drive their motivation far more than money 
2. Next – make sure you create a social environment that supports the new behaviour you desire…as one example, some people will go the extra mile to ensure they do not let comrades and team-mates down and that ‘social support’ is a much stronger driver when they know others are treating them the same way 
3. Finally – make sure the extrinsic rewards fit and promote the desired new behaviour…as one example, as a rule regular annual pay raises do nothing to drive better performance