Items Tagged with 'model'

ARTICLES

Interest-Rate Risk Redux: FFIEC Offers Clarifications

Interest-rate risk remains a top-of-mind issue among regulators.
May 30, 2012
In a low-rate environment such as today’s, CUs should run interest-rate shocks of +300 and +400 basis points.
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Payments Trends May Alter CU Business Model

The CU business model is in jeopardy. The culprit is the payment ecosystem.
May 10, 2012
With a significant portion of noninterest income derived from the payments ecosystem, CUs must be prepared for what’s next in payments.
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Book Reviews

'Comme D'Or'

April 24, 2012
This book is especially relevant at a time when uncertainty about the difference between banks and credit unions is far too common.
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BAI Retail Delivery

It’s Time to Deconstruct the Branch

The traditional branch model has outlived its usefulness.
October 11, 2011
Today’s banking experience is less about place and more about touch points. Deconstructing the branch allows financial institutions to match these touch points to customers’ needs.
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Part I

CU Sustainability: Time for a Business Model Makeover?

It’s time to for CUs to re-invent or reposition themselves.
September 18, 2011
CUs should embrace their seven founding cooperative principles.
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Part II

CU Sustainability: Embrace a Shared-Value Business Model

This model would allow CUs to compete without looking like banks.
September 16, 2011
New approach would connect CUs to the community in several new, important ways.
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Is the CU Business Model Built to Last?

It has served CUs well for more than 75 years. Is it up to the task for the next 75?
January 1, 2011
This three-part series examines the CU business model and threats that exist in its current form.
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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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