ARTICLES

Solving the Fannie and Freddie Puzzle

The nation’s $10 trillion housing finance system needs reform, but there’s little agreement about what reform should look like.
March 5, 2014
Reform could have a significant impact on credit union mortgage lending operations and earnings.
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CUs Can Expect Economic Tailwinds

The economy is gaining traction in several sectors, according to CUNA's senior economist.
December 5, 2013
With 2014 right around the corner, CU executives are wondering what’s in store for the economy.
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Trendlines

The End Is Near!

Federal Reserve announces plans to phase out quantitative easing.
August 1, 2013
The Fed has used this tool to purchase $40 billion in mortgagebacked securities and $45 billion in longer-term Treasury securities each month since December 2012.
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The Return of the Borrower

Less household debt and the improving labor market bode well for CU lending.
June 7, 2013
Expect CU loan balances grow 5% to 6% in 2013—and even faster in 2014.
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Will the Fourth Time Be a Charm?

The Fed’s QE-4 plan will keep pressure on CUs’ net-interest margins.
February 11, 2013
The Fed is saying it’s willing to accept an inflation rate that is higher than its target of 2%.
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Fiscal Cliff Deal Should Spur Optimism

CUNA economist says the deal will boost household and business confidence.
January 12, 2013
The fiscal cliff agreement will have a net positive effect on the average American.
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Trendlines

Dear President Obama…

How to stimulate both short-term economic growth and long-term fiscal responsibility.
December 10, 2012
These suggestions aren’t politically palatable, but at least you have options.
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 CU Financials Show Improvement

Mortgage balances are growing and delinquency ratios are dropping.
September 1, 2012
In the first half of 2012 credit unions reported improving financial results.
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CU Assets Hit $1 Trillion Mark

But future asset growth will be limited by capital growth.
June 1, 2012
In March 2012, the credit union movement’s total assets reached $1 trillion for the first time in history.
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Three Years Down, Three More to Go

The Fed projects low short-term interest rates through 2014.
March 12, 2012
In January, the Federal Reserve announced that projected economic conditions would warrant exceptionally low short-term interest rates “at least through late 2014.”
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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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