Management

Former Nurse Now Operates Under Washington Chaos

Nation’s capitol has ‘lost its sense of order,’ Rep. Caroyln McCarthy says.

March 21, 2012
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“I worked in an emergency room and an intensive care unit, so I understand life in a hectic environment,” Rep. Carolyn McCarthy, D-N.Y., said Tuesday morning in the general session.

“But that hectic environment had order and control to it. The hectic environment of Washington has clearly gotten out of control and has lost its sense of order.

“As a co-sponsor of H.R. 1418 and member of the House Financial Services Committee, I will do everything I can to get the member business lending cap lifted,” she said. “I can tell my colleagues in the House that this is a good bill and it’s not going to hurt anyone. But I can’t do it without your help.

"You need to visit with your legislators and convince them that this bill is good for the people back home. You have to be out there fighting for this bill. You can make a difference.

“When you Hike the Hill, don’t be nervous about talking to your legislators,” McCarthy said. “And don’t worry if you don’t get to meet with your legislators. Meet with our staff and they’ll meet with us. I have meetings with my staff regularly and they give me regular updates. So your voice will be heard.

“I’m sure you know you have your opponents,” she said. “The bankers are in my office, too. They’re opposed to your bill. But my message to them is that it’s time to set politics aside and to let credit unions help small businesses in their communities, and it’s time to get this country moving again.” 

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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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