Management

Chabot Promotes MBL Bill Despite Banker Objections

‘The banks hate it, but I hope we’ll get it done.’

March 21, 2012
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The 23 credit unions in Rep. Steve Chabot’s (R-Ohio) district “are very near and dear to my heart,” he said Tuesday.

“Since 1934, credit unions have been a critical part of our economy and a source of much-needed capital for regular people,” said Chabot, a co-sponsor of both the Credit Union Small Business Lending Act, which would increase credit unions’ participation in Small Business Administration lending, and the Small Business Enhancement Act.

“The banks hate it, but I hope we’ll get it done,” he said, pledging to advocate for both bills.

Chabot shared three concerns with GAC attendees:

1. Divided government, which makes it difficult to accomplish anything.

2. Huge deficits. The government must borrow 43 cents for every dollar it spends, Chabot said. “We have to get this under control.”

3. The tough economy, with high unemployment and significant underemployment.

“We’re heading in the right direction, but the true unemployment rate is approaching 14% or 15%,” Chabot said. “Some people have given up altogether. We must get America working again.”

Also threatening to derail the economy are Europe’s financial crisis, the “very dangerous situation” in Iran, and skyrocketing gas prices.

“Gas costs $5 per gallon in D.C., and $4 in Cincinnati,” he said. “This could take us in the wrong direction."

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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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