Community Service

Texas CU Foundation Poised to Help Victims of Explosion

Foundation assessing the situation to determine whether to activate its disaster relief fund.

April 18, 2013
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The Texas Credit Union Foundation is poised to help credit unions and their employees affected by the explosion at a fertilizer plant in the town of West Wednesday night.

“In times of crisis, the foundation is here to help our credit unions and their staff get back on their feet so that they in turn can be there for their members,” says Courtney Moran, the foundation’s executive director.

She notes that the foundation is assessing the situation to determine the scope of damage—if any—credit unions and their staff might have experienced. If the damage is widespread, the foundation will activate its disaster relief fund.

“Already I received countless emails and phone calls from credit unions across the state wanting to know how they can help,” Moran says. “It’s so gratifying to know that we serve in a movement where people really care about each other.”

According to news reports, a massive explosion at a fertilizer plant has devastated West, a town north of Waco, causing multiple casualties and leaving people trapped and buildings on fire.

Officials have said more than 160 people had been treated for injuries at various hospitals. Emergency personnel continue to search for survivors.

TCUF will notify credit unions if and when it activates the disaster relief fund.

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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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