Maxwell, Herring Award Winners Continue Tradition of Service

March 04, 2011
KEYWORDS education , financial
/ PRINT / ShareShare / Text Size +

The Dora Maxwell Social Responsibility/Louise Herring Philosophy in Action Awards winners have long histories of socially responsible activities to make their communities better and to improve members’ financial health.

The 2010 Dora Maxwell first-place winners continued this tradition by:

  • Sponsoring a "bowl for kids" event benefiting the Children's Miracle Network.
  • Engaging low-income, urban youth in a savings and financial education program, PLAY Prize-linked Accounts;
  • Fund raising for the Fallen Heroes Fund;
  • Paying to produce an "employee stimulus book" offering merchant discounts to school employees affected by state budget cuts, layoffs, and salary reductions;
  • Raising funds for educational programs that aid children with asthma;
  • Offering an EZ Saver Account, which includes deposits of debit transactions (rounded up to the next whole dollar amount), facilitating member contributions to cancer research;
  • Providing financial education to youth and adults throughout the community; and
  • Raising money to fund an inpatient wing for the Dell Children's Medical Center of Central Texas.

The Louise Herring Philosophy in Action Program first-place winners expanded their financial education outreach and services by:

  • Creating a loan program through which state employees--whose salaries were threatened during a state budget crisis--qualified for a $500 loan at 0% interest each week until the budget was settled;
  • Providing financial literacy support for members of the military, a critical component to obtain security clearance; and
  • Creating an innovative mortgage assistance program designed to keep members in their homes despite the area’s rising delinquency and foreclosure rates.

All the national award winners, on display in the Welcome Center, will be honored at a reception during the GAC.

Post a comment to this story


What's Popular

Popular Stories

Recent Discussion

Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory ( will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

Your Say: Who should be Credit Union Magazine's 2014 CU Hero of the Year?

View Results Poll Archive