Articles Tagged with 'capital'

CU Advocacy: Four Issues Take Center Stage

March 08, 2011
Industry leaders face many challenges. It’s time to make your voices heard! READ MORE

An Issue That Unites and Infuriates

March 08, 2011
CUNA urges Congress to take another look at the interchange provision and its impact on smaller institutions. READ MORE

Be Heard on the Hill

February 27, 2011
Giving CUs access to supplemental capital is an important issue as policymakers aim to avoid future financial crises by strengthening financial institutions’ capital requirements. READ MORE

The Time is Ripe for Supplemental Capital

February 27, 2011
Capital for all financial institutions will be a hot topic for this Congress as policy makers aim to avoid future financial crises by implementing more stringent capital requirements. READ MORE

More Details Emerge on Corporate CU Plan

September 28, 2010
NCUA will establish 'bridge corporates' to ensure the important services by the five conserved corporates to natural person credit unions regarding payments and settlement aren't disrupted. READ MORE

Corporate Report Cites Need for Change

September 21, 2010
Corporates with small balance sheets and small capital requirements are most likely to succeed. READ MORE

The ‘Death Knell’ of the CU Movement?

September 02, 2010
Alternative, or supplemental, capital could allow credit unions to raise money from outside the institution and use it as a capital buffer. READ MORE

Could Alternative Capital Unleash CUs' True Potential?

September 01, 2010
Fallout from the economic crisis increases the need for alternative capital. Even well-capitalized CUs are limiting growth due to fear of capital constraints. But to use alternative capital, CUs would have to demonstrate management savvy and discipline. READ MORE

Interest-Rate Risk: What Goes Down Must Come Up?

July 23, 2010
Is your balance sheet well-positioned if interest rates were to begin rising tomorrow? READ MORE

CUs Embrace Alternative Capital

July 16, 2010
CUs worldwide are struggling to generate sufficient capital from retained earnings. Alternative capital could help. READ MORE

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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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