The Drew Carey Show Essays - The Drew Carey Show, Drew Carey

The Drew Carey Show Actor, comedian, author and television comedy sensation Drew Carey stars in The Drew Carey Show as an average single everyguy struggling to stay financially and romantically afloat in the unpredictable '90s. From Mohawk Productions, Inc. in association with Warner Bros. Television, this half-hour comedy depicts the life of a wannabe upwardly mobile guy whose looks, well, wouldn't get him work modeling Speedos, but at least he's got a brain and maybe a few dates along the way . . . There's just nothing like sharing a beer, a game of pool and a genuine conversation with your best buddies after a hard day's work. Relationships, careers, the Zen of People magazine--it's what life's all about. And with every day on the job involving some sort of crisis, Drew is given a continuous supply of perspective and attitude from his lifelong pals, Kate (Miller), Oswald (Bader) and Lewis (Stiles). Gorgeous, grown-up tomboy Kate recently broke the heart of package-delivery guy Oswald by ending their relationship on their wedding day. Realizing that she and Oswald are better off as friends, Kate sets out to achieve emotional and professional independence. For his part, Oswald remains humorously bitter about the breakup. Meanwhile, Lewis, a janitor at the rarely seen DrugCo pharmaceutical company, seeks a promotion but ends up at odds with his mysterious employer. Drew's an honest guy who achieved middle-management success as the assistant director of personnel at Cleveland's Winfred-Louder department store through hard work, determination and knowing when to play by the rules. Finally, after many years of dedicated service, Drew has received a long-awaited promotion. But, still healing from his own broken engagement, he's at a crossroads in his life. Drew finds himself questioning his past personal and career choices--and considers making radical changes. While some aspects of Drew's professional life have improved, others never will, such as his cold and ruthless boss, Mr. Nigel Wick (Craig Ferguson), and Wick's obnoxious assistant, Mimi (Kinney), the world's most horribly made-up woman. Straight from England, Wick reigns over the department store, imposing his own caste system over the poor peasants who work under him. Now that Mimi's mad romantic attraction for him has run its course and she has trained her sights on another hapless victim, Wick embarks on a quest for self improvement. As Drew endures Wick's sadistic joy in other people's hardships, he must continue to keep his cool under fire from Mimi's endless insults. He's even taking pride in sticking it right back to her. After three years of co-existing in the same office, Drew and Mimi have actually developed an endearing love/hate tango of childless pranks and put-downs. Drew finds refuge at home, where inevitably one of his friends and fellow entrepreneurs might be bottling their business, Buzz Beer, a burgeoning idea that took root when Drew feared his job would be cut. As long as Wick is around, Drew's not about to give up brewing. It's probably true that Drew takes adulthood more seriously than Oswald, Lewis, Kate and of course, Mimi. But even with deadlines to make and goals to attain, nothing gets in the way of friendship and fun. In fact, even a rainstorm can't keep Drew from his daily game of billiards on the pool table outside of the house he inherited from his parents. And with his lifelong friends by his side, growing up definitely does not mean growing old. The Drew Carey Show is executive produced by Bruce Helford, Drew Carey, Clay Graham and Deborah Oppenheimer and created by Drew Carey and Bruce Helford. Poetry

Hawthorne essays

Hawthorne essays Hawthornes Picture of Puritanism The Puritans were a group of people who came over from England to the new world for religious freedom. They believed that the Anglican Church of was not strict enough. They first attempted religious freedom in Holland, but they were not happy there. They were not happy in Holland, so they saved their money and came to America. Puritans believed that the purpose of life was to get to heaven. Their time here was a passage way to heaven or hell. Although they believed that their lives were predestined, they tried to live their lives without sin in hopes that they would go to heaven, not hell. They thought that God had already chosen who would be going to heaven and who would be going to hell as far back as when he created the world. William Bradford encapsulates Puritan ideas in his writing. We see this in his story set on the Mayflower. There was a young man on the boat. He was putting down the poor on the ship because they were seasick on the way over. Bradford says, and did not let to tell them that he hoped to cast half of them overboard before they came to their journeys end, and to make merry with what they had (314). This young man was sinning as far as the Puritans thought. He was doing harm onto another person. And as far as the Puritans believed, something like this would send you to hell. Further in the passage, But it pleased God before they came half seas over, to smite this young man with a grievous disease, of which he died in a desperate manner, and so was himself the first that was thrown overboard... (Bradford 314). The young man on the ship has threatened the chosen people and in turn God protects them by striking the young man sick and having him being the first to be cast off the boat. We have read two stories by...

Correctional Staff Attitudes Essays

Correctional Staff Attitudes Essays Correctional Staff Attitudes Essay Correctional Staff Attitudes Essay Correctional Staff Attitudes and its Effects on the Entire Facility Teresa McCroskey CJ503 – 01NA Organizational Behavior Unit 3 April 13, 2010 Instructor Colleen McCue Correctional Staff Attitudes and its Effects on the Entire Facility The correctional staffs work environment is largely a part of the issue of why it is hard to keep efficient staff. The correctional supervisor must be able to find solutions for staff to be able to handle the hostile work environment, job dangers, shift work, and dealing with the family stressors. This can cause many issues such as lack of sleep, issues with child care, along with dangerous inmates the correctional officers deal with, medical issues, among a few. This causes many of the officers to have absenteeism from work, and develop negative attitudes, work habits, and feelings towards the people he/she is supervised by or receive promotions before them. Correctional workers work in a unique work environment. (Dial Johnson, 2008) Correctional officers can develop medical issues that can cause them time off work called stressors. These stressors can come from lack of sleep which can disrupt much of an officers day. Some of the symptoms are what is called Shift lag. â€Å"Shift lag is impaired performance. Lack of sleep can cause gastrointestinal issues, depression and apathy, sleepiness or falling asleep at work, and sleep interference during the daytime. Medical issues that can come from the stressors of lack of sleep can cause much disruption in an officers work day. Some of the symptoms are: shift lag, impaired performance, gastrointestinal dysfunction, depression and apathy, sleepiness/sleeping at work, and sleep disruption during the daytime sleep. Women face the issue of cardiovascular and obstetric problems more so then men. Women face having low birth rate babies, preterm babies, and spontaneous abortions. Where men may have issues with cardiovascular issues and sleep disorders. † (Dial Johnson, 2008) There was a study done and in this study there was nine correctional norms found. The nine norms or beliefs found among the officers and supervisors. They were: â€Å"That the officer is to protect his partner, bring no drugs to his partner, no turning on another officer, never make an officer look bad in front of an inmate, lways help an officer against an inmate, do not be a goody-two-shoes, all officers stand together against all outside groups, show positive concern for all fellow officers†. (Dial Johnson, 2008) The senior officers train the trainees to help them learn the ropes of the inmates. The trainees are taught that the inmates are the enemy and can not be trusted. The first thing one is to suspect is that one can anticipate trouble at any time. More often than not there are signs of issues brewing. Look for signs of noise change whether quieter or louder. If the offender refuses to be searched then that could be a sign as well. These are all signs that a senior officer will teach a trainee to help him/her fit in the subculture of the prison. Different officers use different techniques to gain control of the inmates. Some use force some use psychological pressure. No two officers use the complete same technique or are two offenders the same. Training of racial and mental health inmates are trained by the senior officers to the new officers because it is a different subculture to face. Peer pressure is one of the issues that cause prison guards to be vulnerable or negative. The dependency on support and response of other staff , new staff orientation includes a â€Å"code of silence,† this gives a message that administration does not care about safety and will not allocate what is needed to do the job â€Å"the right way,† and which means the job gets done â€Å"our way. † (Cocoran, 2005) Without the extra training it can be it can be extra stress from the more difficult inmates and there would be more employee turnover, sick leave, and possible peer pressure from the officers trying to fit in and not being able to do so. Experienced practioners, program specialists, and evaluators conducted interviews and did observations on all shifts. This team went into the cultures formal and informal. The stresses of the job, the patterns of the job, the patterns and unique values held by the members of the shift members of the job and attitudes and behaviors. â€Å"This can cause possible misalignment of management and line staff. It can affect the core value of the policy and practices. Others understand the issues like another police officer or correctional officer. (Cocoran, 2005) If all are available to one another it is easier for officers to deal with the job stressors. Support should always come from another officer or officer support program. In the testing of the Westville Correction Center, which is a medium security prison, 100 officers volunteered to take and be involved in the survey and experiment. This was a year long experiment, which in turn lessened assaults, grievances, the number of escapes , and the amount of overtime. According to the guards, and inmates the program is to help the administration, supervisors change the culture to help prison guards and inmates with the values, norms to be positive and create policies where the everyone can be safe and treated fairly, as well establish communication through the environment where the environment practices in the institutions and promote a safe environment where people are valued for what he/she can give. A subculture at work may cause an officer to act in a way that may violate his beliefs. This can cause him/her issues at home, inner conflict, and at work. Then a coworker can come into play on helping to finding a social support group to relieve the stress and perception that has been caused from that subculture. † (Dial Johnson, 2008) â€Å"The three aspects of the social support group comes from supervision and management, helping to stop burnouts and vital in assisting with alleviating stressors, intervention in the job and work setting such as: pressure designed to force them to resign or transfer, no backing when attacked or goaded by inmates, and no support in dealing with public problems with visitors, protestors, press. (Dial Johnson, 2008) The next biggest issue of many correctional officers is not only the officers’ health issues, job efficiency, and job satisfaction is how the organization that the officers work for care about handling the needs of the officers long term. In most cases are looked at through long term surveys and testing when hiring correctional officers and afterwards by correctional facilities. If supervisor can identify what makes one’s life stressful it can help assist in making the correctional officers’ stress reduction easier. Dial Johnson, 2008) The most often caused stressors are controlling his/her own stress, recognizing and helping stressed – out workers cope with their stress, and improving physical conditions as well as mental outlook of workers. à ¢â‚¬Å"The community offers very little support to correctional officers, which causes family issues, and the divorce rate was twice that of other workers in 1983. † (Dial Johnson, 2008) â€Å"Correctional officers let off the tensions of work in wrong places (at home), excessive discipline at home, spent less time at home on days off. (Dial Johnson, 2008) Officers experiencing stress at work took it out on the family and damaged the family and caused major family damage with his/her spouse and children. Shift work, long hours, overtime made it difficult for officers to function in a family oriented capacity and weaken the ties of family support more. Shift work, long hours, and overtime make it difficult for officers to attend important family functions; further weakening his/her ties to a family support system. The most important seems to be peer support in a dangerous job like Corrections. It tends to be because of the alienation and cynicism that the officers feel. The officers that the coworkers were trustworthy had issues about the job on surveys. It was found on the surveys that often correctional officers worked against one another which caused dissatisfaction on the job. The researchers gathered data for the present paper through surveys they administered to correctional staff attending regional in-service training for a southern prison system. This region has 13 correctional institutions that oversee offenders from all custody designations. These prisons hold the death row inmates as well as the high – security prison. The survey was given seven times within three months. Then the researchers coded and tabulated the surveys. â€Å"This survey excluded people that were not in service for fewer that eight months of training. † (Dial Johnson, 2008) The person had to be in direct contact with the inmates was the only qualification for the sample selection. No demographics were made to race or gender. Women also face other issues more so than men such as cardiovascular and obstetric problems. The obstetric issues are low birth rates, preterm deliveries, and spontaneous abortions. (Dial Johnson, 2008) â€Å"Sharing information is important and this can be done at town meetings and on the department of corrections website. † (Cocoran, 2005) Like in many employment situations the officers work long hours and spend more time with coworkers and less time with his/her families. At times the officers view the coworkers view his/her a family. Often the coworkers bring in food and share it instead of eating the food cooked by the inmates. It is good for team building and unity of the coworkers even though most of the employees still will not become friends. The team building through officers bringing food and sharing is seen as a challenge for officers to care and feel pressure and can feel stress from officers. Administration can create an environment where workers are invited to show concern for one another. (Dial Johnson, 2008) Job satisfaction and job stress can be decreased if officers and supervisors can instill concern for each other between coworkers. Officers have indicated that if he/she believes that coworkers do not care about them, officers experience bitterness and burnout and officers feeling fear at the hands of coworkers than the inmates and the deceitfulness of the officers and inmates. (Dial Johnson, 2008) Some of the officers had great experiences with supervisors being positive, showing great unity with the team, and being clear minded. One officer stated he/she loved his shift and unit. (Dial Johnson, 2008) â€Å"New officers report higher levels of work stress than other officers. The survey also showed that mentors should be carefully selected for new young officers. Due to the young officers could get swallowed up by the pitfalls of prison employment. The relationship may foster between mentor and employees. † (Dial Johnson, 2008) Correctional supervisors and administration staff need to make sure that the employees have the support needed to help them stay emotional, mentality, and physically fit to deal with the daily stressors of the inmates in the institution he/she manages. If he/she sees that employee issues are starting, then he or she needs to start looking at the problems and finding solutions to the problems. It could be more than the person itself.

Ikea-ERP Management Information Systems Essay Example | Topics and Well Written Essays - 750 words

Ikea-ERP Management Information Systems - Essay Example It is evidently clear from the discussion that IKEA leads in the world as a furniture retailer dealing with home appliances, ready-to-assemble furniture and accessories. The company has over 313 stores and operates in more than thirty-eight countries. IKEA launched a project aimed at introducing a Geographical Information System (GIS) into the wood sourcing system of the company in the year 2007. The problems that the GIS aimed to solve involved; availability of forest resource data on sub-country resource level, and region of origin in wood tracing. Using the GIS, the company could solve problems by getting the data, inputting into computers and storing them for reference and retrieval by the managers and other workers interested in using them. Implementation of the GIS by IKEA The company developed a forest tracing system for the regions of origin. According to IKEA, the region of origin referred to a unit of the territorial division of a country, which the company suppliers refere nced in the declarations of wood origin. The territory, in this case, was a forest management unit or had an administrative status. The company failed in the implementation of the system in that there was no clear definition of boundaries of the territories. In addition, the company’s forestry policy implementation failed due to lack of clear characteristics of the territorial divisions chosen. There was not enough information about the forest resources of the territories leading to failure in the implementation of the system. If the units were smaller than they are, data management would have been easy. However, as we have seen, the company used large areas and thus the territories were large. This made reporting from such units irrelevant and reduction in the credibility of doing so. In this case, the suppliers had problems in using the division structure to separate wood flows. Furthermore, there was a large variation in territorial sizes in both territorial division units and territorial divisions of a country. The forest resource, data availability at regional levels should be according to tree species groups or tree species. However, the company failed to implement the system according to this criterion. There was a lack of crucial statistical information such as growing stock and cuttings in some cases. For example, Romania had no reliable data giving the growing stock in the region. These problems, therefore, lead to generalizations. For instance, the data on three groups rather than on individual tree species leads to complete uncertainty and thus difficulties in using GIS successfully. The GIS functionality According to the IKEA Company, there could be three users of the GIS. These users include the forestry staff, suppliers and buyers. The forest staff was to use the technology in the following ways: 1. Entering, visualizing and editing the data of forest tracing system and that of wood procurement planning 2. Performing risk assessment at th e regional level defined for the purposes of audit planning 3. Obtaining summaries of the wood volume from wood procurement planning and forest tracing data 4. Exporting and saving tables, maps, wood procurement planning, and forest tracing data.

Professional Nursing Organization Research Paper

Professional Nursing Organization - Research Paper Example Just like any other profession, a professional body that encompasses human care, nursing interests, governs the nursing profession. The nursing organizations ensure their future survival by determining how to carry out present actions with a view of being professional and maintaining their global relevance (Corcoran, 2000). Among the many professional nursing organizations, this paper will review the American Nurses Association. . The American Nurses Association operates under the Mission Statement: Nurses advancing our profession to improve health for all. The American Nurses Association (ANA) is a full-service professional organization that represents the interests of America’s nurses. About 3.1 million registered nurses benefit from The American Nurses Association (ANA through its constituent and state nurses associations and its organizational affiliates (ANA, 2012). The ANA collaborates with the Congress to pass legislation that protects the interests of nurses and patien ts. Additionally, The ANA fosters high standards of nursing practice, projects a positive and realistic view of nursing, and promotes the rights of nurses in the workplace, and lobby the Congress and other regulatory agencies on issues affecting the health care of nurses and the public. In doing this, it relevantly advances the nursing profession. ... efines nursing as the protection, promotion, and optimization of health and abilities, prevention of illness and injury, alleviation of suffering through the diagnosis and treatment of human response, and advocacy in the care of individuals, families, communities, and populations (ANA, 2012). The American Nurses Association (ANA) has number of priorities that govern its operations. The ANA advocates for the provision of a caring relationship that facilitates health and healing and seeks attention to the wide range of human experiences and responses to health and illness within the physical and social environments. It seeks adherence to the set code of ethics in the nursing profession and healthcare reforms. The ANA equally promotes the integration of objective data with knowledge gained from an appreciation of the patient or group's subjective experience in the field of nursing. Similarly, the ANA prioritize safety and quality health care accorded in professional standards. Additiona lly, the ANA calls for the application of scientific knowledge to the processes of diagnosis and treatment with judgment and critical thinking. The ANA considerably prioritize the advancement of professional nursing knowledge through scholarly inquiry, and influence on social and public policy to promote social justice. In addition, the ANA aims at conserving the environment for a safer working place as well as seeking various benefits for its members (ANA, 2012). The priorities of the American Nurses Association (ANA) have significant contributions to the discipline of nursing. The priorities and the mission statement of the ANA ensure that nurses confine themselves to informative, scientific, and professional decisions while handling patients. They also ensure that patients and nurses

Lego Case Study Example | Topics and Well Written Essays - 1500 words

Lego - Case Study Example This has been a silent trait of this firm. The well maintained relationship and the support close all the inevitable people, like consumers, customers, business partners and all stakeholders was successfully extended to a more advance level during this year. Looking at LEGO's dedication, it will not be an understatement that this work and their motives will always mark their presence in the coming years. In 2007, the LEGO Group has covered the four years period out of its seven-year strategy. This was a very affective move with the motive, which is kind of acquired so far, that is to bring a complete change to the entire market and business scenario while developing LEGO as the best brand exhibiting their commitment towards creative building and playing the key role in providing effective learning techniques through play. As per their strategy, various aspects like processing, procedures, structure and relations to stakeholders will undergo a primary change during the years 2004-10 (Annual Report, 2007). The prime objectives for all the stakeholder groups were well defined by the group in the year 2006 (Annual Report, 2007). These have been further intensely developed in the year 2007. The rigorous balanced approach to different stakeholder groups will certainly provide a significant platform for the future operations of this group. The strategic move is divided into different stages, where every stage is targeting on some specific motives. The very initial stage was acquired in the year 2004-05 by enabling the Group to step out of the financial crisis situations due to the number of years of poor financial results as a result of unprofitable growth (Annual Report, 2007). Year 2003 for LEGO Group The cut-throat competition in the toy market brought a considerable loss of market share in most markets, due to the competitors, novel product trends and private labels by the retailers. The US market noticed around 35 percent drop in market share as compared to the previous year, where as Asian markets noticed a fall of around 28 percent (Annual Report, 2003). The year 2003 was very disappointing for the group. The net sales fell by around 26 percent from DKK 11.4 billion in 2002 to DKK 8.4 billion, where as the play material sales declined by 29 percent to DKK 7.2 billion and thus resulting in a pre-tax loss on earnings of DKK 1.4 billion, which showed a drop of DKK 2 billion as compared with the previous year (Annual Report, 2003). The retardation shows the failure of the growth strategy resulting in a considerable loss of the market shares. Finally by the end of the year 2003, the group decided to change its business

Income Statement - Ford Motor Company Assignment

Income Statement - Ford Motor Company - Assignment Example Income statement is different from the balance sheet because the latter represents a single instance of time (for example, a week). Income statements are for a longer time period that is a year or quarter of a year (Pandit and Phillips, 2004). The term revenue is the amount of money received after selling a product or providing a service. Revenues are mentioned in the start of an income statement. They also represent the total sale made by a company in a time. The revenue generated once calculates, helps in determining the profits made by a company. This covers all the expenses in maintaining a business. The cost for the operational unit of the business is also added in this. Operating expenses include the money spent on market research, development of products, marketing and promotion of goods and services and intellectual property rights (patents, trademarks etc.). Some items that are not accurately measured may not be reported (Garrison et al. 2003). After having calculated the total revenue and expenses incurred, it becomes easy to calculate profit. Profit is revenue minus total expenses. They are referred to as the bottom line of an income statement because unlike revenues that are reported at the top of the income statement, profits are reported at bottom (Ford Motor Company Annual Report, 2012). An analysis of Ford Motors Company’s income statement from year 2012 shows the following facts. The total revenue was $133,559,000. The cost of revenue was $116,107,000. The gross profit was $17,452,000. Amongst the operating expenses, the amount spent on research and development is Zero$. The net income is $5,665,000. The net income to include extra expenses is 5,665.0 $. The net income excluding extra expenses is 5,665.0 $. This shows that throughout these years (2011-2014) the company has shown impressive growth. The company has been successful in reducing the percentage of sales for income tax