Items Tagged with 'philosophy'

ARTICLES

Brokaw: Bring Back Big Ideas

‘Big ideas unite us, small ideas divide us,’ Brokaw tells GAC attendees.
February 26, 2013
Small ideas are partly to blame for Washington’s unprecedented gridlock.
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Remember Our Roots and Stretch Further

The conversation about philosophy is what separates CUs from profit-driven institutions.
October 1, 2012
The CU movement’s founders would salute us for keeping the dream alive, but would remind us our work is not yet done.
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Get Ready for ICU Day

This year’s theme is ‘members matter most.’
September 11, 2012
ICU Day revolves around member recognition, tradition, global appreciation, and generosity.
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 Politically Active CEO Counts Blessings

‘Building relationships with lawmakers is critical.’
March 1, 2012
Rudy Hanley’s formative years appear similar to those of many young Americans. But that’s just part of the story.
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Celebrating the Year of Cooperatives

CUs share their plans for the worldwide event.
January 10, 2012
Credit unions around the world will recognize the contributions cooperatives make every day in the lives of members and their communities.
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Market Trends

Immerse Staff in CU Philosophy

When there’s no longer a 'CU difference,' there will be no more CUs.
December 1, 2011
CUs now have tremendous opportunities to increase membership.
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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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