Articles Tagged with 'legislation'

CUNA: Banks’ Attack On CU Bill Misfires

March 12, 2013
Supplemental capital bill for CUs is very balanced. READ MORE

Getting Through the Gridlock

March 01, 2013
Sadly, it’s hard to overstate the magnitude of Congressional gridlock. READ MORE

MBL Battle Goes Into Overtime

February 25, 2013
Bill to expand CUs’ business lending lives while banks’ TAG bill falters. READ MORE

Reps. King, Sherman Introduce Supplemental Capital Bill

February 14, 2013
Bill provides recognition that ‘capital is king’ at financial institutions. READ MORE

Royce Reintroduces CU MBL Bill

February 14, 2013
Last year, MBL legislation had strong bipartisan support with 144 co-sponsors in the House and 21 in the Senate. READ MORE

CUNA Seeks Support for CU Charter Enhancement

February 05, 2013
CUNA reports bipartisan support from Senate Banking Committee members. READ MORE

Compliance: The Consumer Is King

March 11, 2012
CUs can expect to face three major regulatory compliance issues this year: safety and soundness, fair lending, and Unfair Deceptive Abusive Acts and Practices. READ MORE

Capitol Gridlock

March 01, 2012
Political science professors have been known to tell this joke to their first-year students. Recently, Congress has done an excellent job of living up to the spirit of that joke. READ MORE

Pay Attention to New Golden Parachute Rules

February 05, 2012
NCUA issued new rules in June 2011 regarding golden parachute payments for troubled CUs. READ MORE

Where We’ve Been, Where We’re Going

January 01, 2012
What did CUNA accomplish last year, and where are we going in 2012? 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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