Articles Tagged with 'ncua'

Attend NCUA Listening Sessions

May 01, 2012
Registration for sessions in all regions of the country will be free online.  READ MORE

A Proactive Regulatory Approach

March 20, 2012
New approach by regulator isn't mean to cause undue burden on CUs. READ MORE

NCUA Posts List of Regs to Review

January 30, 2012
Under review in 2012 are rules governing bylaws, fields of membership, fixed asset ownership, mergers, corporate credit unions, and more. READ MORE

Ten Steps for Strong Policies

December 09, 2011
Strong policies and procedures are like life preservers for CUs: Stick by them and you’ll stay afloat. READ MORE

New Insights on NCUA Assessments

November 14, 2011
"Consternation" is a good word to describe CUs' reaction to NCUA's corporate stabilization assessments and insurance premiums. READ MORE

NCUA Issues Three Prohibition Orders

November 14, 2011

NCUA issued orders prohibiting three individuals from participating in the affairs of any federally insured financial institution.

READ MORE

NCUA Seeks $491M in Damages From Goldman Sachs

August 09, 2011
Five to 10 more lawsuits may follow to recover losses from the purchase of securities that caused the failures of five corporate CUs. READ MORE

Corporate Stabilization: Voluntary Prepayment Program Won’t Proceed

August 02, 2011
NCUA will not go forward with the Voluntary Prepayment of Corporate Stabilization Fund Assessment because the agency didn’t receive sufficient pledges from credit unions. READ MORE

Corporate Stabilization Prepayments: Yea or Nay?

July 12, 2011
Consider several factors when determining whether to participate in NCUA’s voluntary prepayment plan for corporate stabilization assessments. READ MORE

Open the Door to Communication

May 23, 2011
There should be a healthy tension between the regulator and the regulated. Recently, however, it seems the tension has become “healthier” than usual. 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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