Navy Federal Credit Union Case Study

“No organization can survive over an extended period of time without the proper focus on people as its most important resource.” – Charlie Eitel. Effective change leaders have dreams. They are aware of their current state, and where they want to go (Banutu, and Shandra, 2007). Simmons Company founded in the early 1900s, was a trade-mark leader in bed mattresses. With booming sales, the company faced a fundamental issue of whether or not it should go ahead with the new CEO - Charlie Eitel proposal. He suggested on changing the current program which could cost $7.2 million dollars, especially at the time when the company was having financial problems in the heat of the economic crisis of 9/11. Eitel’s strategy was to transformed the culture of authoritarian behavior in most plants and install a respectful friendly and stimulating work environment, similar to the organization’s Janesville plant which produces the largest revenue of $150 million” in sales out of the company’s total sales of $900 million. (Casciaro, and Edmondson, 2007).

The credit union offers many opportunities for its members. No union is quite the same. Every company has many similarities. Members of the union are given advantages that may not be available to others. There are many advantages and disadvantages to being part of a union. What is the America First Credit Union? It is a credit union associated with the Salt Lake County, Utah area. Members of this union must live within a twelve mile radius of the Mesquite Nevada post office. This company provides service to these residents only. The eligibility to become a member is stricter than most companies. A member of your immediate family must have a membership with the America first credit union. The other eligibility requirement is if your

Some of the feedback that I have heard from employees while conducting personal interviews as well as online postings on Glassdoor have revealed that many employees are dissatisfied with their supervisors. Employees have described many of their supervisors as possessing the traits of the Theory X mental model. Employees have reported to me in-person and on Glassdoor that they feel as though supervisors treat them as disposable resources at times. Employees have mentioned that their supervisors demand that all mail be delivered before employees can go home. It has been reported that some supervisors assume that employees will not want to deliver all or a majority of the mail in their Long Life Vehicles in a timely manner.

We appreciate your thoughtful message requesting that Fox Federal Credit Union create a program to reimburse the costs of college expenses such as tuition and books for employees taking college courses.

First South Credit Union is the business that I chose to perform a risk identification analysis on. First South Financial Credit Union serves the entire Mid South community. In order to be eligible for membership you must live, work, worship or attend school in any of the following areas, Memphis Metropolitan Statistical Area (MSA), Dyer County, Madison County, and North Nashville. First South Financial was founded in 1957. It was originally established to serve the personnel on the Naval base in Millington, they have grown into one of the strongest and safest financial institutions in the entire nation, according to all independent rating agencies. They have locations throughout the Mid South along with a full suite of electronic products

While Golden 1 Credit Union is having $10.2 Billion in assets and 791,570 members in its reach, chief marketing officer Douglas Aguiar views social media as a means to carry the Golden 1 brand personality and to know the mind-set of the members and community.

Which results in better performance, greater efficiency, improved customer satisfaction, and lower costs, turnover, and absenteeism. In the current business and organization literature, employee satisfaction, respect, loyalty, and an atmosphere of feeling valued is imperative to the success of a business. The feeling that an employer sincerely cares for its employees is remarkable. In line with Gupta & Agarwal (2012), it is imperative that employees understand the worth of their lives in the workplace. Companies that express a genuine mutual care towards its employees gets better results. They are motivated to work harder and smarter. Many employers are only interested in the bottom line and performance, not their employees’ well-being and their

“Managers should manage in a way that brings good people into the organization and makes good people want to stay. Managers, especially immediate supervisors, largely determine whether employees stay with or leave a company” (Crews).

While going through the list of Fortune 100 companies, the Navy Federal Credit Union stood out to me as a company that I would like to work for in the future. By reviewing the company’s outlook it shows that they only have a 7% turnover rate and continue to hire year after year. The company has been very successful and has made the fortune 100 for the past 5 years. What are they doing to keep their employees happy and motivated? Will they be able to keep their success growing?

“Setting the right tone in an organization by creating a positive, humanizing environment contributes immeasurably to staff effectiveness. Creating an organizational culture in which values are clearly stated and staff are encouraged to invest in achieving the agency’s mission.” (Brody, pg 379) When taking a look at any organization we need to look at the many factors that come in to play when trying to make an organization run smoothly. Having good leadership skills is vital for the growth of any agency. “A skilled, committed, and caring staff is crucial for every productive human service organization. (Brody 91) At times employers forget that your employees are the most valuable asset within their organization, without the employee’s drive

TGS Company does not possess very many assets such as plant, property and equipment. Instead, they have explained that their most important and valuable asset is their employees. TGS Company is highly dependent on skilled employees operating the company, and they rely on their skills to keep the operation running smoothly. Their employees utilize a variety of skills to create new ideas and help the company stay competitive in the market. Without their employees, TGS would start losing customers, sales, and their profits would plummet. After doing our initial internet research about TGS, we came across numerous negative employee reviews. The reviews that were found came from current employees as well as previous employees. The following

Over the past few months the workforce study conducted on BBH has brought to attention some serious issues that possibly have been going on for years. Some of the issues they have are, one the Navy budget problems involving BBH taking majority of the risk due to budget being cut. Second BBH has had an increase in their workload and the numbers are steady rising each year. The only issue is that with an aging workforce and a need to hire younger guys who have no experience, how these ships will get built on schedule for the Navy. The third issues comes from the new hires who have recently left the company. Many of them complained about how much the supervision was bad and how complicated the work being done was to them. The fourth issue simply

Franklin First Financial, Ltd. d/b/a Senior Funding Group is a licensed mortgage banker in thirty-nine states and the District of Columbia with the predominant portion of business from New York, New Jersey, Pennsylvania, Connecticut, Massachusetts, Maryland, Florida, and California. The Licensee was incorporated in the State of New York on June 7, 1993 and licensed as a money broker in the State of North Dakota on August 16, 2007. The Licensee is a HUD approved Title II VA and USDA lender, as well as a FNMA approved seller servicer. The Licensee closes loans in its own name or can act as a broker on loans closed directly with various banks. Loans closed in the Licensee’s name are sold on the secondary market servicing released if sold to banks

Those models often suffer “a lot of organ rejection” in companies, he added, because they are not presented with any evidence that they will make a difference, nor do they prioritize what matters. “Most companies are better at exhorting you to be a great manager, rather than telling you how to be a great manager,” Mr. Safferstone says. PROJECT OXYGEN started with some basic assumptions. People typically leave a company for one of three reasons, or a combination of them. The first is that they don’t feel a connection to the mission of the company, or sense that their work matters. The second is that they don’t really like or respect their co-workers. The third is they have a terrible boss — and this was the biggest variable. Google, where performance reviews are done quarterly, rather than annually, saw huge swings in the ratings that employees gave to their bosses. Managers also had a much greater impact on employees’ performance and how they felt about their job than any other factor, Google found. “The starting point was that our best managers have teams that perform better, are retained better, are happier — they do everything better,” Mr. Bock says. “So the biggest controllable factor that we could see was the quality of the manager, and how they sort of made things happen. The question we then asked was: What if every manager was that good? And then you start saying: Well, what makes them that

Organization Performance is what business executives and owners are usually frustrated about. This is so because, even though the employees of the company are