Cigarettes Should Be Made Illegal Essay -- Argumentative, Persuasive,

The sale of cigarettes and tobacco is a multi-billion dollar industry, but is it truly worth all the problems that stem from their use. Health care costs are extremely high due to all the health problems associated with cigarettes and tobacco. Even though research has proven time and time again the harmful effects of cigarettes, and the rising cost of health care caused by cigarettes our government will not take a stand and stop all manufacturing of the horrible toxins. Every year new medical reports are issued regarding the harmful effects of smoking cigarettes. Hundreds of thousands of people around the world die every year from diseases caused by smoking. Approximately one in two lifetime smokers will die from their habit. Half of these deaths will occur in middle age. The most common of the diseases caused by smoking is cancer, of course. Not only is it a cause of lung cancer, but cancer of the larynx, and the esophagus, and it contributes to the development of cancers of the bladder, pancreas, and kidney. Lung cancer comes from the tar in the cigarettes. The tar coats your lungs like soot in a chimney. It does not make a difference if a smoker changes to low-tar cigarettes because smokers will take a deeper puff to get the same affect as a regular cigarette. This causes them to draw the tar deeper into their lungs causing even more damage. The Surgeon General requires that every package of cigarettes has one of the following statemen ts: SURGEON GENERAL’S WARNING: Smoking Causes Lung Cancer, Heart Disease, Emphysema, And May Complicate Pregnancy. SURGEON GENERAL’S WARNING: Cigarette Smoke Contains Carbon Monoxide. Despite these warnings most of the population is not aware of the other illnesses that can develop... ...is vicious cycle? They have taken a stand to control the nicotine in the cigarettes; why not take that stand even further? Do they not realize by making these wicked things illegal and shutting down manufacturers, not only will they save on health care, they will save lives? Works Cited http://www.quit-smoking-stop.com/smoking-diseases.html, http://harvardscience.harvard.edu/culture-society/articles/cigarette-manufacturers-developed-candy-flavored-brands-target-youth, Carrie Carpenter, Harvard School of Public Health, November, 2005 http://www.time.com/time/health/article/0,8599,1889469,00.html, Fixing Health Care Cheaply, Haig, Scott, April, 2009 "FDA bans flavored cigarettes as part of new tobacco control act." Hem/Onc Today 25 Oct. 2009: 2. Academic Search Complete. EBSCO. Web. 23 Nov. 2009. Wilkes, Gwen, Personal Interview, 27 November 2009.

Motivation in workplace Essay

Motivation is the drive that makes us do things: this is a result of our individual needs being met so that we are galvanised to complete the task. Depending on how motivated we are, may further govern the effort we put into our work and perhaps increase output and the quality of that output. Some people are motivated by a high wage or salary but others look for satisfaction from responsibility or a job well done. Businesses rely on their staff being efficient, both in the quantity and quality of output. If employees are not sufficiently motivated to meet these criteria, the business has a problem. A study published in 1966 by Fredrick Herzberg, after he had interviewed a number of people from different professions, attempted to find out two things: * Those factors that motivated people in the workforce – factors that resulted in job satisfaction and further increased their efficiency * Those factors that prevented job dissatisfaction – these factors did not make employees happy but removed unhappiness from working. Such factors, Herzberg referred to as ‘hygiene’ factors – those that if not satisfied would reduce employee efficiency. Although some factors were found to fall into both categories, broadly speaking, Herzberg identified, Achievement, Recognition. The Nature of Work, and Responsibility as motivators, and How the Business was Run, Supervision, Work Conditions, and Pay as hygiene factors. One striking finding in the study was that factors associated with encouraging motivation, have little connection with money, but are associated with personal development and achievement. This is not to say that increasing pay doesn’t remove job dissatisfaction – it does, but only in the short term. Shine Communications, a communications agency based in London and employing 56 staff, was voted by employees, the number one company, in the Sunday Times 100 Best Small Companies to Work For, 2012. Over 500 companies entered this competition and were judged according to a number of pre-determined criteria, assessed by the answers to 70 questions. Shine achieved top scores in 36 of the questions. â€Å"I do believe if you look after your people and you are a consultancy, you are going get great results as you are looking after your best asset†, says Rachel Bell, the chief executive of Shine. Bell, who was voted Best Leader, says she wants staff to reach their full potential and is always asking staff for advice. Ten per cent of Shine’s annual profit is re-invested into training, and each member of staff has a personal development fund which can be used, for example, on training or conquering a fear. Lawrence Colling, the joint managing director, has worked at Shine for 10 years and has never felt the need to work elsewhere – â€Å"the fact that it has grown five times over, only results in more exciting clients†. There is a flexible benefits scheme which can include membership of Tate Modern or raising money for charity, and this acts as an incentive to do well. Flexible working is encouraged, with the head of social media working partly from his home in France. Questions 1 At Shine Recruitment the joint managing director had been at the company for 10 years. Explain one disadvantage of staff working at a firm for a long period of time. 2 Labour turnover at Shine is 12 per cent per annum. Explain two advantages of low labour turnover for the firm. 3 Maslow’s Hierarchy of Needs suggests that all workers have basic needs such as obtaining food and drink, which have to be satisfied before other needs can be considered. Does Maslow’s view tend to suggest that Herzberg’s theory is flawed? 4 From the information given in the case study, and using your own understanding of Herzberg, analyse two reasons why the level of job dissatisfaction at Shine may be low. 5 The name Shine was chosen from a quote in Nelson Mandella’s inaugural presidential address – â€Å"And as we let our own light show we unconsciously give other people permission to do the same†. What aspects of Herzberg’s motivators can you recognise from this philosophy? 6 Assess the benefits of Shine Communication re-investing 10 per cent of its profits back into the business through training. ANSWERS 1 It is important for a business to have a settled workforce in order for a good, calm working environment to prevail. It is clear that staff at Shine are happy in their work, but if the workforce is relatively young and ambitious the staff turnover is always going to occur. A disadvantage of this is that workers who add value to a company may be lost. However there are likely to be problems if staff stay too long. They may become stale and lack innovative ideas. They may settle for the status quo, the easy life, and sections of the company may lack dynamism because of this. Personal relationships can be a problem and freshening up of a workforce is often good. 2 Labour turnover – the number of people leaving a business in a period of time (usually a year) expressed as a percentage of the total workforce. A 12 per cent labour turnover at Shine means that 5 or 6 people leave each year and, in a relatively new, forward looking business, this should be regarded as relatively low, and perhaps about the right level. Having a settled workforce has a number of advantages. The training and experience gained can be channelled more effectively into a firm with workforce stability, more easily than with one with a high labour turnover. Employees get to know how others work, and indeed think, so much so that there will be less indecision over choices to be made. If a member of staff is not present, a settled staff can pick up the work more easily. If employees are happy then productivity is more likely to increase as there is less friction in the workplace. Indeed it can be argued that a firm with a low labour turnover is a happy staff, otherwise more staff would leave. Shine invests heavily in training. This is not wasted if employees stay with the firm for a reasonable length of time. 3. Abraham Maslow’s study originated in the 1950s and is still has appeal for businesses as it has clarity. There would be little argument that everyone needs to satisfy physiological needs such as enough in a wage packet to pay the bills, and employers are aware of this and in the main heed to it. Maslow’s theory is based on a hierarchy with each successive level needing to be achieved before an individual can progress on to the next level. Again the second level of safety would seem to find most employers agreeing. After all, workers must feel safe in the working environment and would like security in their job. It is when the theory moves on to the higher levels of love and belonging, esteem needs and self-actualisation that more disagreement occurs. There is a problem as to when a particular level is satisfied; some rewards appear to cover more than one level – money can bring status and that would be the esteem level. Some levels will never be attained by some workers. Nevertheless, like many models, Maslow gives us a model for comparison, a measure to assess workers against. If needs are satisfied workers are more likely to be motivated. Herzberg has similarities to Maslow as he also attempted to find out what motivated people and indeed the similarities are also found in other areas. Herzberg’s findings, that people are motivated by achievement and recognition sit fairly comfortably with Maslow’s top level of self-actualisation and to a certain extent esteem needs. Where Maslow and Herzberg seem to differ is their attitude to pay/money. Herzberg does not see pay as a motivator, only as a hygiene factor which prevents dissatisfaction. Maslow states that employees cannot satisfy higher levels until they have their basic needs satiated and feel safe. Perhaps the views are not so disparate. This is a personal view, but it should be noted that Herzberg’s studies were concentrated on very specific groups – engineers and accountants. Most within these two groups would be well qualified and well paid. Perhaps they had already achieved the lower levels of Maslow’s hierarchy and therefore were looking for something more intrinsic to satisfy their need for motivation. What perhaps is safest to conclude is that different things motivate different people. Some will be money motivated, others less so. Some will seek solace and motivation in a job well done whilst others can easily divorce themselves from their job – it is a means to an end. 4 Herzberg’s motivators were Achievement, Recognition, the nature of work and Responsibility rather than mere monetary matters. The chief executive of Shine wants employees to reach their full potential. This fits neatly into the ‘achievement’ and ‘responsibility’ motivators of Herzberg. Rachel Bell (chief executive) is always seeking the views of staff and if those views are acted upon dissatisfaction in the work place would be relatively low. Employees appear to be well trained and if that equates to being good at your job you will be more confident, will look forward to coming into work and will be satisfied with your role. Couple this with the fact that the firm is growing then there will be more opportunity for achievement and recognition at work and less reason to be dissatisfied with how the business is run, supervision and work conditions. Combine these with the relatively low rate of labour turnover and it tempting to suggest that job dissatisfaction at Shine is low. 5. The chief executive of Shine Communications is clear that the people in the business are its best asset. The firm attempts, through its flexible benefits scheme, it flexible working initiatives and its vigorous attitude to training to get the best from its employees. The philosophy underpinning the name ‘Shine’ is to let employees use their own strengths to the benefit of the company which in turn, it hopes, will inspire others to do the same. Herzberg believed Responsibility to be a key part of his motivational strategy. This also allies closely to the idea of job enrichment where employees who are given greater degrees of personal responsibility in their job will be enriched by it. Shine Communications has grown five times over since its start up and its joint managing director Lawrence Colling believes this results in more exciting clients. This view can be aligned to Herzberg’s motivators of achievement and recognition. The fact that the employees voted the company the best small business to work for gives an endorsement to the nature of the work and again to the achievement felt in working for this successful firm. Whilst the ideas of personal development funds and a flexible benefits scheme do not neatly fall into Herzberg’s idea of motivators they will help prevent dissatisfaction in the workplace. Herzberg is clear that the hygiene factors that need to be in place in order to allow the motivators to function. Employees appear to be satisfied with how the business is run and this helps prevention dissatisfaction in the workplace. 6. Training can be provided in a number of ways. On-the-job training is particularly beneficial for new staff who can be shown how certain aspects of the job are done whilst actually performing those tasks, under supervision. Off the-job training is provided in a separate environment, such as a college or specialist work site and the training may be carried out by outside organisations. Induction training is generally provided over a short period of time when new employees are taken on by a firm. It helps new staff to see what is expected of them in a more general way. Shine Communications ploughs 10 per cent of profits back into the business through training. It clearly believes this to be a worthwhile investment. All employees are given training and some staff may use part of their personal development fund for additional training. Communications is a fast changing world and firms and their employees need to keep up-to-date on the latest developments, particularly in electronic communications. Personnel communication is a skill not always addressed in business and one in which some people adapt more readily to than others. Both of these types of training will be of great importance to Shine. Theory would suggest that training is costly; that it can be disruptive, and that some employees do not want it as it takes them out of their comfort zone. Not all training providers are good. Not all training is relevant, yet as most businesses provide training as part of an ongoing programme it may be safe to assume that is valuable. At Shine there appears to be a correlation between the amount of training provided and the success of the business. This is not to say that good training will make a business successful, more that the chances of success are enhanced and that the removal of training is more likely to hinder the progress of the firm than benefit it. It could be argued that the ten per cent of profits set aside for training could be invested back into the business in another way but after a firm has paid out dividends to its shareholders it would be wise in invest in a number of areas, of which training would be high on the agenda.

Optimism And Pessimism And Optimism - 1439 Words

Optimism is a disposition or tendency to look to the more favourable side of events or conditions and to expect the most favourable condition (optimism, n.d.). Counter to optimism is pessimism which is the tendency to anticipate only bad or undesirable outcomes (pessimism, n.d.). When looking at optimism it is important to look at the opposing side to emphasis the unwelcome effects of thinking negatively in terms of wellbeing which in the long term could be detrimental to health and prosperity. Generally, optimism has been related to better subjective wellbeing in challenging and difficult moments throughout life and it has been found to be consistent with the ability to cope better in complex and sufferable situations (Carver et al., 2010). Additional to this, optimism is said to improve upon various outcomes in relation to: mental health, physical health, performance in daily activities and personal relationships (Scheier Carver, 1985). One particular piece of research has looked directly at optimism and pessimism in relation to postpartum depression. Carver and Gaines conducted this research by looking at life changing events; in this particular case, the birth of a child. One assessment of depressive mood and optimism was made several weeks before the birth of the child and the second assessment was 3 weeks postpartum where their emotional wellbeing was measured by a scale named the LOT (Life Orientation Test derived from Carver and Scheier*) and another scaleShow MoreRelatedOptimism : Optimism Over Pessimism997 Words   |  4 PagesOptimism can be defined as â€Å"Hopefulness and confidence about the future or the success of something† (en.oxforddictionaries.com/definition, n.d.) or more specifically as â€Å"extent to which people hold generalized favorable expectancies for their future† (Birkeland, Blix, Heir, 2007). It’s a characteristic trait which is unique and observed in certain indi viduals. 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Mandated Reporting Laws The Most Vulnerable Individuals...

Mandated Reporting Laws The most vulnerable individuals are found within the elderly and children population. Children can be impacted tremendously when experiencing situations that may affect their emotional, physical, and mental stage. Abuse can be seen in different forms such as sexual, emotional, physical abuse, and neglect. If any child is exposed to any of these abuse, it is the law to reach out to the proper authorities in order to protect the child’s life. Each state has its own mandated reporting laws and it is important to be able to recognized the protocol and what the law requires in each state. What constitute a child abuse in each state may vary, but ultimately, it has the same components. Child abuse is defined as a physical, emotional or psychological abuse including sexual abuse, exploitation, abandonment, or neglect, torture, confinement, cruel punishment in the State of New Mexico. Whereas in Colorado, it constitutes a child abuse or neglect as a resulting in imminent risk of serious harm, death, serious physical or emotional harm, sexual abuse, or exploitation of a child. For Arizona, child abuse consist of infliction or allowing of physical injury, impairment of bodily function or disfigurement, serious emotional damage diagnosed by a doctor or psychologist, and as evidenced by severe anxiety, depression, withdrawal, or aggressive behavior caused by acts or omissions of individual having care and custody of child. All three states are very clear thatShow MoreRelatedElder Abuse : The Single Most Important Issues Affecting The Elder Population2985 Words   |  12 Pa gesElder Abuse is one of the single most important issues affecting the elder population in the United States yet is very little research on the issue or protections for seniors against elder abuse. 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Racial Disparities Of Mass Incarceration - 1572 Words

Racial disparities in mass incarceration Introduction Mass Incarceration in the United States has been a large topic of choice because rapid growth in the prison and jail populations, the long sentences the inmates face, and the inability for some inmates to incorporate themselves back into society. Since the 1970’s the U.S. prison population quadrupled from 158 to 635 people per 100,000, causing the U.S. to gain the title of country with the highest incarceration rate. (Massoglia, Firebaugh, Warner, 2013, p. 142; Muller, 2012) As the growth of the U.S prison and jail population rapidly increased, so did the growth of the three major contributors to that population – African Americans, Hispanics, and whites – with African American and†¦show more content†¦Muller’s study found that though the number of African American incarceration increased after the 1970’s, one of the causes of the rise that contributed to roughly thirty percent of the African American incarceration came about long before during the initial migration of many African Americans to the North between 1880 and 1950. The migration was related to the rise in African American incarceration in that the African Americans who migrated from the South were migrating from a comparatively low nonwhite incarceration rate to the comparatively high nonwhite incarceration rate that was in the North. Though the migration had a direct effect on the increase of incarcerations of the African American population, it did not cause a rise in the number of white incarcerations, thus causing a rise in racial disparity in prisons and jails before mass incarceration was established. An additional study that Muller conducted was related to the number of foreign whites being incarcerated or joined as a part of a state’s police force and their relationship with the African Americans incarceration rate. Mullers findings suggest that as African American migrants started appearing in theShow MoreRelatedRacial Inequalities And Racial Inequality1228 Words   |  5 Pagesoppressed but also how society functions as a whole. Racial inequalities have manifested in American society in ways that underlies a wide range of societal domains such as housing patterns, educational opportunities, healthcare inequality, and incarceration rates. 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Families and children of the incarcerated are adversely affected due to the discrimination as well as the discrimination against AfricanRead MoreMass Incarceration In Michelle Alexanders The New Jim Crow Laws1083 Words   |  5 PagesJim Crow laws were state and local laws that reinforced racial segregation in the South between the end of Reconstruction in 1877 and the beginning of the civil rights movement in the 1950’s (Urofsky). The laws mandated segregation of schools, drinking fountains, restrooms, buses, and restaurants. In legal theory, blacks received â€Å"separate but equal† treatment under the law--in actuality, public facilities were nearly always inferior to those for whites, when they existed at all. In addition, blacks

Behavioral Learning Theories Applied Free Essays

Behavioral Learning theories Applied Education is quite the central focus in our current society. As the economy advances, education becomes of greater importance and our student’s future is strongly dependent on their educational opportunities. As many theorists have proven, there is no one way of teaching that targets an entire audience. We will write a custom essay sample on Behavioral Learning Theories Applied or any similar topic only for you Order Now Instead, every child has their own unique learning style that they respond best to. Any educator that takes on the responsibility of teaching must familiarize themselves with the different approaches so they observe the â€Å"No child left behind† act and fulfill their duty as a teacher. The many different approaches to learning include Behavioral, Social Cognitive, Information Processing, Constructivist, and Brain-based. The behavioral approach is concerned primarily with measureable and observable aspects of human behavior (Good Brophy, 1990). Behavioral learning theories focus on the ways in which pleasurable or unpleasant consequences of behavior change individuals’ behavior over time and ways in which individual model their behavior on that of others (Slavin 2006). The emphasis is put on responses to experiences, especially reinforcement and punishment, as determinants of learning and behavior. The 4 prominent behaviorist and key players in the development of the behaviorist theory, that I like to relate to, were Watson, Pavlov, Thorndike, and Skinner. Pavlov’s main interest was physiology but it was the Classical Conditioning theory that made him so famous. Classical Conditioning is a learning process that occurs through associations between an environmental stimulus and a naturally occurring stimulus. Both Thorndike and Skinner- although differently expressed- delved into the formulation of Operant Conditioning. Operant conditioning is a learning methodology that occurs through rewards and punishments for behavior. An association is made between a behavior and a consequence for that behavior through operant conditioning. Skinner’s theory of Operant conditioning basically explains how we acquire our range of learned behaviors that we exhibit. If an individual’s behavior is immediately followed by pleasurable consequences, the individual will engage in that behavior more frequently (Slavin, pg. 137). The relationship between the behavior and its consequences is what later a learned behavior becomes. Skinner mentions reinforcement, punishment, extinction and rewards as the mechanisms for his theory. All of these responses have a time and place where its effectiveness is at its peak. Knowing our students, knowing ourselves, knowing the situation, and knowing what we want our outcome to be will help us determine which approach to use. As maintained by the above behaviorists, our behaviors change in accordance to the immediate reaction/consequence. These immediate reactions are the secret weapon that teachers should master for optimal success in the classroom. A teacher can observe and take note of the various responses her students respond best to. A teacher should constantly be asking herself â€Å"What serves as a motivation or reinforcement for this particular student to do well†? â€Å"Does the student utilize the Expectancy Theory†? The theory of motivation is based upon the belief that people’s efforts to achieve depend on their expectations of reward, or do they lean towards achievement motivation; the tendency to strive for success and to choose goal oriented, success/failure activities? There are countless responses that can work to motivate our students. Although some students seem naturally enthusiastic about learning, many need that extra motivational factor to help them with their studies. Psychologists define motivation as an internal process that activates, guides, and maintains behavior over time (Murphy Alexander, 2000; Pintrich, 2003; Schunk, 2000; Stipek, 2002. ) As a student, I was often motivated to do especially good work when I felt the teacher doubted my capabilities. I practiced the quote â€Å"I do it because I can, I can because I want to, I want to because you said I couldn’t†. That really pushed me to do well. It may have been a childish but it worked for me. Personally, I had a hard time doing well under reinforcements be it negative or positive. The lack of consistency and the time lapse between the action and response never worked for me. If I were to utilize a token system or any other system (I. E. praise, charts etc.. ) I would review the pros and cons very carefully. I feel that employing such methods carelessly can produce destructive results. Observing a second grade class, I noticed the teacher exercising very harsh consequences to eliminate behaviors. Indeed, her classroom was always spotless, and quiet. The student did not dare misbehave or not know their work for fear of punishment. Ultimately, these students lived in fear. They disliked the teacher, they disliked learning, and whatever they did learn was just to avoid punishment. Were they motivated to behave? Indeed. They were afraid of the consequences. Was the atmosphere an optimal learning environment? Most definitely not! It was at that point that I understood that employing Behavioral Learning Theories do not always produce favorable results. When I was a short term substitute teacher, I had the opportunity to visit many classrooms over the period of a few months. When I entered the classroom with an air about myself and dressed well, the students automatically received the initial dose of motivation to behave and to please. I then continue to hold their interest by teaching in an unconventional manner or in any way that they are unaccustomed to. Teaching unconventionally is fairly simple in one of the schools I substitute. The simplicity of the teaching style has not changed from 20 years ago. The teachers use the same old text-books, they practice â€Å"one teaching style fit all† methodology, just one teacher for the entire class, etc. When I enter a class, I ask them to rearrange their chairs so they are sitting in a semi-circle or in groups depending on the lesson. As the lesson continues, I try to avoid giving extrinsic motivation unless I feel the absolute need. I try to make the actual lesson the incentive. I praise after inquisitive questions and seem genuinely happy with correct responses. It’s an aura that a teacher needs to create that will infuse a sense of ‘wanting to do well’, most frequently by the desire to please. I have frequently observed many teachers successfully pair less desired behavior with desired behaviors for great results which is referred to as the Premack Principle (Premack, 1965). One incident stands out in my mind when a third grade teacher told a student that if he completes his homework, he will be able to remove his name from the â€Å"completed homework† sign outside the classroom. The teacher explained to me, that this particular student dislikes the fact that his name is up on the board, so she pairs doing homework with the favorable act of removing his name. Having his name on the board was supposed to be a reinforcement for doing homework, however Slavin mentions that if the behavior does not increase or decrease in frequency with the reinforcement than it is not necessarily a reinforcement (Slavin, 143). Behavioral Learning Theories are quite established and they are useful in changing behaviors. It is important to acknowledge however, that the theory has its limitation. Mainly, because of its focus on observable behaviors, other more abstract and conceptual learning remains unspoken. However, Social Learning theory helps bridge the gap between the behavioral and cognitive prospective (Slavin, pg 159). —————————————————————————————————————————— Appendix: 1)Slavin, R. E. (2006). Educational psychology: Theory and practice (8th ed. ). Boston: Pearson. 2)Premack, D. (1965). Reinforcement theory. In D. Levine, Nebraska symposium on motivation. Lincoln: Univeristy of Nebraska Press. How to cite Behavioral Learning Theories Applied, Essays

Teacher/Training Cycle free essay sample

Describe what your role, responsibilities and boundaries would be in terms of the teacher/training cycle Identifying needs and planning Designing Assessing Evaluating Facilitating The role, responsibilities and functions of the teacher can be identified in the following sections of the teacher/training cycle; Identifying needs and planning Preparation is extremely important for any classroom situation and it is important to establish lesson plans for the session and also any materials that are required. Identifying the needs of the students who will be attending will help in the preparation.Information such as prior experience they have of the subject matter and any special requirements or needs that the student has will enable me to personalise and tailor the session to the group. Designing Materials for use within the classroom must be designed to ensure that they are fit for purpose. They must be clear, concise, accurate and be easily used by the students within the classroom. We will write a custom essay sample on Teacher/Training Cycle or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Any impairments of students should be considered for example some students with visual impairments may require hand-outs in larger fonts.Lessons should be designed to incorporate the different learning styles of students. The content of any learning materials/session plans should be professional and up to date which means that I must continually keep up to date and carry out CPD to make sure that the content of sessions is relevant. Facilitating To ensure that I effectively facilitate learning within the classroom I should be prepared and confident with the session plan, materials and the content and I must be professional at all times.It is important when facilitating to establish ground rules with the students and to set expectations and allowing the students to contribute to this. Setting expectations allows students to see how the session will be run and what they should get out of it. I must ensure that the students feel safe and comfortable within the classroom and I also must make them feel included. Being approachable, friendly and open should allow students to feel comfortable enough to express their views and opinions.I must also get to know and understand students and understand different learning styles that they have and incorporate different styles to enable learning. Being adaptable when facilitating learning is crucial and being able to change the lesson to suit the students and their learning this will enable me to tailor the lesson to the audience. A key responsibility of mine will be to ensure the welfare and wellbeing of the students within the classroom and to challenge any inappropriate behaviour. Assessing