Operations

Robberies Decline During Second Quarter

CUs suffered 74 robberies during this period.

September 15, 2011
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There were 1,023 financial institution robberies, burglaries, and larcenies during the second quarter of 2011, the Federal Bureau of Investigation (FBI) reports.

That’s down from 1,146 violations during the same quarter of 2010.

There were 1,007 robberies, 15 burglaries, and one larceny reported at financial institutions between April 1, 2011 and June 30, 2011, according to FBI statistics.

Other findings:

  • Loot was taken in 91% of the incidents, totaling more than $7.8 million;
  • About one-fourth (23%) of the loot taken was recovered and returned, totaling more than $1.8 million;
  • These crimes occurred most often on Friday and, regardless of the day, most frequently between 9:00 a.m. and 11:00 a.m.;
  • Acts of violence were committed in 4% of the incidents, resulting in 31 injuries, one death, and three persons taken hostage;
  • Demand notes were the most common modus operandi used;
  • Most violations occurred in the Southern region of the U.S., with 373 reported incidents.

View the report here.

Violations by Type of Institution

  Robberies Burglaries Larcenies
Commercial banks 909 11 1
Credit unions 74 2 0
Savings & Loans 20 2 0
Mutual savings banks 4 0 0
Total: 1,007 15 1

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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 (www.appreciationatwork.com/assess) 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.

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