What factors determine the place and different degree of word stress free essay sample

Phoneticians divide syllables into strong (heavy) and weak (light). A strong syllable contains a long vowel or a diphthong or a short vowel plus two consonants; syllables with a short vowel and no coda are weak ones. Only strong syllables can be stressed (although not all of them), but weak syllables are never stressed. Factors that may determine the placement of stress are: the morphological structure of the word (whether it is simple, complex or compound), its grammatical category (noun, verb, adjective, etc. The word stress in English as well as in Russian is not only free, but it may also be shifting, thus differentiating lexical units, parts of speech and grammatical forms: ? contrast con? trast, ? transport trans? port, ? and the number of syllables in the word. Besides the stress pattern of English words can vary under the influence of some factors. First of all in the present day English stress can shift under the influence of rhythm to avoid a succession of weak syllables (stress shifts to the second syllable, or the third one from the end. We will write a custom essay sample on What factors determine the place and different degree of word stress? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In compounds the stress on a final-stressed compound tends to move to a preceding syllable if the following word begins with a strongly stressed syllable. The stress pattern can change under the influence of tempo as well; in this case secondary stresses are dropped. It sometimes happens that a word’s stress pattern is influenced not only by rhythm, but also by the stress structure of a derivative. Some linguists also distinguish tertiary stress, which is as weak as secondary but has a different distribution: it follows the primary stress, while the secondary stress precedes it. Tertiary stress is usually found in American English. Word stress can be fixed (or limited to a particular syllable the last in French, the last but one in Polish, the first in Czech) or free (or variable). English word-stress has many peculiarities, which make it very complicated. These peculiarities are due to the fact, that in English there are many borrowed words from different languages with various rules of syllable formation. Though stress placement in English words is free it follows certain rules.

Proxemics - Understanding Personal Space

Proxemics - Understanding Personal Space Proxemics are the study of personal space.   First introduced in 1963 by Edward Hall who was interested in studying the impact of individual personal space on non-verbal communication.   In the years since, it has brought the attention of cultural anthropologists and others in the social sciences to the differences between different cultural groups and its impact on population density.   Promexics are also important for social interaction between individuals but are often difficult for individuals with disabilities to understand, especially individual with autism spectrum disorders.   Since how we feel about personal space is partly cultural (taught through constant interactions) and biological, since individuals will respond viscerally, it is often difficult for individuals with disabilities to understand this important part of the Hidden Curriculum, the set of social rules that are unspoken and often untaught but generally accepted as the standard of acceptable behavior. Typically developing individuals will actually experience anxiety in amygdala, a portion of the brain which generates pleasure and anxiety.   Children with disabilitieis, especially autism spectrum disorders, often dont experience that anxiety, or their level of anxiety is high over any unusual or unexpected experience.   Those students need to learn when it is appropriate to feel anxious in another persons personal space. Teaching Proxemics or Personal Space Explicit Teaching:   Children with disabilities often need to be taught explicitly what personal space is.   You can do that by developing a metaphor, like the Magic Bubble or you can use a real hula hoop to define the space which we call personal space. Social stories and pictures can also help understand appropriate personal space.   You might stage and take pictures of your students in appropriate and inappropriate distances from another.   You might also ask the principal, another teacher and even a campus policemen to show examples of appropriate personal space, based on relationships and social roles (i.e., one does not enter the personal space of an authority figure.)    You can demonstrate and model approaching personal space by having students approach you and use a noise maker (clicker, bell, claxon) to signal when a student enters your personal space.   Then give them the same opportunity to be approached.   Model, as well, appropriate ways to enter anothers personal space, either with a handshake, a high five, or a request for a hug.   Practice:   Create games that will help your students understand personal space.   Personal Bubble Game:   Give each student a hula hoop, and ask them to move about without overlapping anothers personal space.   Award every student 10 points, and have a judge take points away each time they enter anothers personal space without permission.   You can also award points to students who enter anothers personal space by asking appropriately.   Safety Tag: Put several hula hoops on the floor and have one student be it.   If a child can get into a personal bubble without being tagged, they are safe.   In order to become the next person to be it they need to get to other side of the room (or a wall in the playground) first.   This way, they are paying attention to personal space as well as being willing to exit that comfort zone to be the next person who is it.   Mother May I:   Take this old traditional game and make a personal space game out of it:   i.e. Mother, May I enter Johns personal space?   etc.

Analysis and Problems of Global Communications

Diminishing returns across the entire telecommunications industry have negatively affected the stock and profitability of Global Communications. Excessive amounts of competition from companies worldwide have diluted the market as well as offered a wide range of features that Global Communications does not currently provide. Small providers offer specialized services, and larger multinationals offer lower prices and more competitive service choices. Global Communications has chosen to address this problem by simultaneously attempting to cut costs while expanding internationally; their primary method of achieving these immediate goals is through closing some domestic call centers and opening new centers overseas. The employees’ union has obvious problems with this strategy of layoffs and outsourcing, and has questioned Global Communications’ loyalty to its workers. The company faces significant problems, both fiscally and intangible issues such as employee loyalty. The first of these issues is the declining price of Global Communications stock, presumably due to the increased amount of competition in the field. Such a decline in overall profitability is the most pressing problem facing the company; however, it is also the broadest in that several more specific problems contribute to this overall issue. One of the contributing factors is the need for new services and innovations in research and development. Such innovations require capital and financial resources, which relates to the problem of declining confidence among stockholders, who are wondering if they industry can recover from the competitive situation in which it currently finds itself. The problem of stockholder confidence therefore contributes to the lack of funds available for innovations and research, meaning that the company must find a way to increase profits without depending on stockholder confidence. The initial attempt to address these financial issues, outsourcing many jobs to Ireland and India, has also created more problems for Global. The employee union feels betrayed and is threatening legal action regarding the layoffs. Additionally, the public relations issue regarding this outsourcing is an important one for Global to address in order to prevent a public backlash in response to the outsourcing and union-relations issues. Despite the many problems facing Global, several opportunities exist for the company to grow and become as profitable as it was during the previous era. There is an immediate opportunity available to lower the costs of labor facing the company by utilizing the outsourcing plan and the labor available overseas. Such an action will free up company resources to be spent on research and development of new services and products, which will rebuild the base of Global Communications customers through the many services offered. Additionally, such an expansion in services will increase the market share for Global among small business owners, one of the company’s overall goals, and offer the opportunity to reinforce a public perception of Global as one of the leaders in telecommunications technology. Besides these profitability issues, there is an opportunity to establish new norms regarding the union and employee relations within Global. Perhaps an established plan of communication or route of information dissemination can be created, and career counseling and training could be offered for the employees who were laid off, helping re-establish the public and in-company perception of Global. The most obvious opportunity for Global is also the broadest; the chance for the company to grow and return to previous years’ profitability is one that exists in the current atmosphere of change. Global leaders must take advantage of the many opportunities to change the company, its relationships, and its products and technology as soon as possible. Stakeholder Perspectives/Ethical Dilemmas There are several groups of stakeholders in this discussion; from the individual stockholders to the union members to the highest executives, the different groups all have different priorities in the Global restructuring. Stockholders have at heart the long-term profitability and growth of the company, similar to the priority of global executives to see the company grow and profit overall. Other groups, notably the employees and union representatives, have as their first priority the job security and salary of employees as their first priority; the relationship with management and the pending layoffs are more important to these groups than profitability or growth. Finally, the executives in the U. S. ave more concern over these job cuts than do the global executives, since they are the ones who will be most adversely affected by the layoffs and outsourcing. The struggle between these groups to have their own needs prioritized represents an ethical dilemma for Global; the negative affects of the layoffs must be weighed against the overall survival of the company; the detriment to individual employees and public perception must be weighed against continuing Global’s position as an innovator and industry leader. Global Communications and the employees’ union can both benefit from the increased profitability which will happen as a result of the outsourcing and shift in services offered; in the long-term, both groups can work to create benefit and profit for individual stockholders as well as company executives and management. This long-term benefit will additionally give Global employees greater job security. The progress of Global toward the situations possible by the many opportunities available to it can be measured through several objective methods. One that is mentioned in the 3/2/04 memo is a concrete goal of reducing costs by 40%. Such a goal will naturally benefit the company based on the reduction of cost and increase of profits. Additionally, a concrete goal to resolve the issues with the employees’ union without legal or governmental action would be an excellent way to re-establish the relationship between the company and the union. Another measurable goal would be to return the stock price to a certain level, for example, that of the previously profitably $28/share. Global Communications faces some immediate and important problems, such as decreased profitability, decreased stockholder confidence, pending layoffs and the public-relations issues which accompany them, and increased competition within the telecommunications industry which requires new innovations and development. Despite these immediate problems, there are many opportunities for Global to benefit from its current situation; it can take advantage of the chance to reduce costs by outsourcing and then increase research and development with those funds; it can re-negotiate the relationship with its employees’ union to a more beneficial one for both parties; and it can remodel itself as a modern, cutting-edge competitor in the field of telecommunications. Such opportunities can benefit all stakeholders in Global, from the individual stockholders to employees to global executives, by strengthening the financial and community/social situations of the company. Although the implementation of these changes may be uncomfortable at times and even immediately painful for several groups (the employees’ union, for example), the overall benefit for everyone involved must be kept in mind. Long-term goals can be used to track the company’s progress toward achieving its end goal of returning to an innovating, profitable organization Analysis and Problems of Global Communications Diminishing returns across the entire telecommunications industry have negatively affected the stock and profitability of Global Communications. Excessive amounts of competition from companies worldwide have diluted the market as well as offered a wide range of features that Global Communications does not currently provide. Small providers offer specialized services, and larger multinationals offer lower prices and more competitive service choices. Global Communications has chosen to address this problem by simultaneously attempting to cut costs while expanding internationally; their primary method of achieving these immediate goals is through closing some domestic call centers and opening new centers overseas. The employees’ union has obvious problems with this strategy of layoffs and outsourcing, and has questioned Global Communications’ loyalty to its workers. The company faces significant problems, both fiscally and intangible issues such as employee loyalty. The first of these issues is the declining price of Global Communications stock, presumably due to the increased amount of competition in the field. Such a decline in overall profitability is the most pressing problem facing the company; however, it is also the broadest in that several more specific problems contribute to this overall issue. One of the contributing factors is the need for new services and innovations in research and development. Such innovations require capital and financial resources, which relates to the problem of declining confidence among stockholders, who are wondering if they industry can recover from the competitive situation in which it currently finds itself. The problem of stockholder confidence therefore contributes to the lack of funds available for innovations and research, meaning that the company must find a way to increase profits without depending on stockholder confidence. The initial attempt to address these financial issues, outsourcing many jobs to Ireland and India, has also created more problems for Global. The employee union feels betrayed and is threatening legal action regarding the layoffs. Additionally, the public relations issue regarding this outsourcing is an important one for Global to address in order to prevent a public backlash in response to the outsourcing and union-relations issues. Despite the many problems facing Global, several opportunities exist for the company to grow and become as profitable as it was during the previous era. There is an immediate opportunity available to lower the costs of labor facing the company by utilizing the outsourcing plan and the labor available overseas. Such an action will free up company resources to be spent on research and development of new services and products, which will rebuild the base of Global Communications customers through the many services offered. Additionally, such an expansion in services will increase the market share for Global among small business owners, one of the company’s overall goals, and offer the opportunity to reinforce a public perception of Global as one of the leaders in telecommunications technology. Besides these profitability issues, there is an opportunity to establish new norms regarding the union and employee relations within Global. Perhaps an established plan of communication or route of information dissemination can be created, and career counseling and training could be offered for the employees who were laid off, helping re-establish the public and in-company perception of Global. The most obvious opportunity for Global is also the broadest; the chance for the company to grow and return to previous years’ profitability is one that exists in the current atmosphere of change. Global leaders must take advantage of the many opportunities to change the company, its relationships, and its products and technology as soon as possible. Stakeholder Perspectives/Ethical Dilemmas There are several groups of stakeholders in this discussion; from the individual stockholders to the union members to the highest executives, the different groups all have different priorities in the Global restructuring. Stockholders have at heart the long-term profitability and growth of the company, similar to the priority of global executives to see the company grow and profit overall. Other groups, notably the employees and union representatives, have as their first priority the job security and salary of employees as their first priority; the relationship with management and the pending layoffs are more important to these groups than profitability or growth. Finally, the executives in the U. S. ave more concern over these job cuts than do the global executives, since they are the ones who will be most adversely affected by the layoffs and outsourcing. The struggle between these groups to have their own needs prioritized represents an ethical dilemma for Global; the negative affects of the layoffs must be weighed against the overall survival of the company; the detriment to individual employees and public perception must be weighed against continuing Global’s position as an innovator and industry leader. Global Communications and the employees’ union can both benefit from the increased profitability which will happen as a result of the outsourcing and shift in services offered; in the long-term, both groups can work to create benefit and profit for individual stockholders as well as company executives and management. This long-term benefit will additionally give Global employees greater job security. The progress of Global toward the situations possible by the many opportunities available to it can be measured through several objective methods. One that is mentioned in the 3/2/04 memo is a concrete goal of reducing costs by 40%. Such a goal will naturally benefit the company based on the reduction of cost and increase of profits. Additionally, a concrete goal to resolve the issues with the employees’ union without legal or governmental action would be an excellent way to re-establish the relationship between the company and the union. Another measurable goal would be to return the stock price to a certain level, for example, that of the previously profitably $28/share. Global Communications faces some immediate and important problems, such as decreased profitability, decreased stockholder confidence, pending layoffs and the public-relations issues which accompany them, and increased competition within the telecommunications industry which requires new innovations and development. Despite these immediate problems, there are many opportunities for Global to benefit from its current situation; it can take advantage of the chance to reduce costs by outsourcing and then increase research and development with those funds; it can re-negotiate the relationship with its employees’ union to a more beneficial one for both parties; and it can remodel itself as a modern, cutting-edge competitor in the field of telecommunications. Such opportunities can benefit all stakeholders in Global, from the individual stockholders to employees to global executives, by strengthening the financial and community/social situations of the company. Although the implementation of these changes may be uncomfortable at times and even immediately painful for several groups (the employees’ union, for example), the overall benefit for everyone involved must be kept in mind. Long-term goals can be used to track the company’s progress toward achieving its end goal of returning to an innovating, profitable organization

Politics Essay Example | Topics and Well Written Essays - 750 words - 9

Politics - Essay Example Census (Davidson, Walter, and Frances 42-46). Nevertheless, districting in the elections for the House of Representatives stands out as one of the sources of partisan polarization (Carson et al 1). There are significant problems associated with districting in single member states (Garrett 1-6). Single-member district electoral system fosters poor representation and undermines the democratic voting process. In reviewing and advancing the argument about polarization and districting, we can show that districting plays a significant role in enhancing polarization. In Rethinking Districting, Thomas Brunell argues that voters who did not vote for the winning candidate are less happy compared to the voters who voted for the winning candidate in the House of Representatives (Brunell 77). The single-member district electoral system creates a disconnection as the minority voters do not identify with the winning representatives. Like-minded partisans enhance cohesion in the House (McCarty et al 4-6). Otherwise, establishing a competitive district in the House has an adverse effect of distorting the ideologically congruent voters into separate districts, which will increase the absolute number of voters who will be unhappy with the outcome and dissatisfied with their representative (Brunell 77). Where most of the voters are unhappy with the outcome and dissatisfied with their representative, then the political leaders will have a huge challenge in exercising their power. This has an overall effect of demeaning representation and undermining developme nt since the voters will not support the decisions of the House of Representatives. The districting process is also problematic because the single-member district electoral system may determine the leaders and the party, which will govern our local district even before the voters exercise their voting rights. The single-member district electoral system favors certain candidates and parties since it confines

Afghanistan culture Essay Example | Topics and Well Written Essays - 750 words

Afghanistan culture - Essay Example Even though Muslims constitute the majority of population in Afghanistan, it doesn’t mean that all Afghanis have same customs, traits and beliefs. It should be noted that Afghan Muslims are divided into different groups based on their belongingness in different tribes and ethnic groups. Perhaps Afghan Muslims are the most fundamentalist religious group in the world which is evident from the incidents happened in Afghanistan under Taliban regime. The story of a teenage girl called Ayesha Bibi was caught the attention of the media in recent times because of the atrocities committed to her by the Taliban leaders. Muslims in other parts of the world follow comparatively more civilized life than the Muslims in Afghanistan. This paper analyses Afghan culture from the views of two prominent authors; Thomas Barfield and John Esposito. The living condition of women in Afghanistan is worst in the world. Barfield (2010) pointed out that â€Å"Afghan women cannot attend any public functi ons and they have a strict code of conduct in public places. Moreover, they are banned from getting proper education† (Barfield, p.262). Esposito (2002) also expressed similar opinions about the pathetic life of Afghan women. He has mentioned that while women in most societies have access to education, Afghan women were not able to get education under Taliban regime (Esposito, p.100). Afghan culture treats women as second class citizens. It never allows Afghan women to come out form home take part in social activities as do by the men. In other words, the status of men and women in Afghan culture holds huge differences. Because of the adherences to religion, Afghan Muslims believe that girls must stay home and it is right to men to beat women if they disobey them. The story of a teenage Afghan girl called Bibi Ayesha, aged only 18, is relevant here. â€Å"At the age of 18, Aisha had her nose and ears hacked off by her husband as a punishment for trying to flee the arranged ma rriage, before being dragged to a mountainside to die† (Brave Bibi: The Time cover girl whose nose was cut off by the Taliban takes the New York subway). Stoning of adulteresses and the amputations of the hands and feet of thieves was part of Afghan culture under Taliban regime (Esposito, p.149). Stoning of criminals was an uncivilized punishment in the ancient period. However, it is practiced in Afghanistan even in the twenty first century. It should be noted that men who commit adultery may not get any punishment in Afghanistan whereas women who establish relationship with males other than their husband may get cruel punishments. Afghan Tribes are type of ethnic groups that defines its membership through the unilineal descent from a common ancestor, real or assumed. In Afghanistan, such descent is through male line (Barfield, p.22). It should be noted that a family with no male children has no significance in Afghan culture. In other words, Afghan people like to know their s uccessors in the name of their father rather than that of their mother. Male dominance is visible in every aspect of Afghan culture. Esposito also expressed similar opinions. He has pointed out that â€Å"In Afghanistan, crimes are punished at the discretion of a male Muslim judge or qadi† (Esposito, p.187). In other words, it is impossible to see a woman judge in Afghan courts. Afghan people believe that only the males have the abilities and intelligence to segregate between good and evil. Because of the above perception, only the male candidates are appointed in Afghan courts. Unlike other parts of the world, no groups in Afghanistan make mythical claims of having always been on the same plot of lands since creation. Instead one listens gravely to the stories of how the ancestors of one group conquered the land

The Police Exception And The Domestic Abuse Law Essay -- essays resear

The Police Exception and the Domestic Abuse Law Beating a spouse is wrong. Fighting is wrong. Domestic Abuse is wrong. This is a very simple concept and lawmakers, police officers, and citizens of our country for years have been in majority agreeance with these concepts. One of the punishments our government has come up with for convicted domestic abusers is revoking the privilege to carry weapons in public. This prevents convicted abusive citizens from having the ability to tote a potentially murderous weapon around, at any time ready to be assistance to their destructive and unstable personalities' wishes. Police amendended. Officers have recently been added to the list of people who are not allowed to carry guns in public if they have been convicted of Domestic Abuse. Some precincts are outraged, however this seems to be the proper law and should stay as it is Law officers are human, and just like everyone else, they make mistakes. An up- and-coming officer could get in a skirmish at the local bar and be charged with Domestic Abuse. This same officer could become one of the most effective law enforcers in the country. With this law, this officer would not be allowed to continue his services for his county and his fellow police officers. Many people feel that this officer is being done a great injustice and should be allowed to continue his otherwise flawless career as an officer of the law. Interesting. One simple conviction could ruin the lives of every cop in the cou...

Health & Safety

The Health and Safety at Work Act 1974 is the primary piece of legislation covering occupational health and safety. Under this Act, the employer, the workers and the individuals being supported have responsibilities to ensure safety is maintained in the workplace. Your employer should display a copy of this Act on their main premises. The main purpose of the legislation is:†¢To secure the health, safety and welfare of people at work †¢To protect others from risks arising from the activities of people at work †¢To control the use and storage of dangerous substances †¢To control the emission into the atmosphere of noxious or offensive substancesOther key pieces of legislation that sit alongside and support the Health and Safety at Work Act are:†¢The Management of Health and Safety at Work Regulations 1992 emphasize what employers are required to achieve under the Health and Safety at Work Act. †¢The Control of Substances Hazardous to Health Regulations (kn own as COSHH) require employers to control substances that can harm workers' health. †¢The Manual Handling Regulations 1992 sets out requirements for manual handling and moving and handling of people.†¢The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1985 (known as RIDDOR) sets out what needs to be reported.My employer has policies and procedures covering a wide range of health and safety subjects to incorporate the legal requirements. Here are some of the policies and procedures:†¢Personal safety and lone working †¢Fire safety †¢Food safety and hygiene †¢What to do in the event of an emergency †¢Risk assessments †¢Smoking at work †¢Use of chemicals and waste disposal †¢Moving and handling of people and objects †¢Personal hygiene †¢Infection control †¢Security measures and visitorsIn health and safety my responsibilities are:†¢Take reasonable care of your health and safety †¢Take reas onable care not to put other people, including other employees and members of the public at risk by what you do or don’t do at work †¢Co-operate with your employer making sure you get proper training and you understand and follow your organisation’s health and safety policies †¢Not to interfere with or misuse anything that’s been provided for your health, safety or welfare †¢Tell your employer if something happens that might affect your ability to work, for example becoming pregnant or sustaining an injury†¢Not to undertake any health and safety tasks that you haven’t been trained forIn health and safety my employer’s responsibilities are:†¢Provide a safe workplace †¢Give information on health and safety †¢Provide free health and safety training †¢Make sure you can enter and leave the workplace safely †¢In health and safety the individuals you support’s responsibilities are: †¢Follow health a nd safety advice given to them †¢Co-operate with you to use appropriate equipment safely †¢Take reasonable care of their own health and safety †¢Without the correct level of training you are not allowed to carry out certain tasks relating to health and safety.Here are a few examples:†¢Moving and handling †¢Administering medication †¢Emergency first aid †¢Giving injections †¢Peg feeding †¢Colostomy †¢Fighting fireIf you are unsure about what you can and cannot do, you must discuss this with your Proprietor or manager. Health & Safety The Health and Safety at Work Act 1974 is the primary piece of legislation covering occupational health and safety. Under this Act, the employer, the workers and the individuals being supported have responsibilities to ensure safety is maintained in the workplace. Your employer should display a copy of this Act on their main premises. The main purpose of the legislation is:†¢To secure the health, safety and welfare of people at work †¢To protect others from risks arising from the activities of people at work †¢To control the use and storage of dangerous substances †¢To control the emission into the atmosphere of noxious or offensive substancesOther key pieces of legislation that sit alongside and support the Health and Safety at Work Act are:†¢The Management of Health and Safety at Work Regulations 1992 emphasize what employers are required to achieve under the Health and Safety at Work Act. †¢The Control of Substances Hazardous to Health Regulations (kn own as COSHH) require employers to control substances that can harm workers' health. †¢The Manual Handling Regulations 1992 sets out requirements for manual handling and moving and handling of people.†¢The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1985 (known as RIDDOR) sets out what needs to be reported.My employer has policies and procedures covering a wide range of health and safety subjects to incorporate the legal requirements. Here are some of the policies and procedures:†¢Personal safety and lone working †¢Fire safety †¢Food safety and hygiene †¢What to do in the event of an emergency †¢Risk assessments †¢Smoking at work †¢Use of chemicals and waste disposal †¢Moving and handling of people and objects †¢Personal hygiene †¢Infection control †¢Security measures and visitorsIn health and safety my responsibilities are:†¢Take reasonable care of your health and safety †¢Take reas onable care not to put other people, including other employees and members of the public at risk by what you do or don’t do at work †¢Co-operate with your employer making sure you get proper training and you understand and follow your organisation’s health and safety policies †¢Not to interfere with or misuse anything that’s been provided for your health, safety or welfare †¢Tell your employer if something happens that might affect your ability to work, for example becoming pregnant or sustaining an injury†¢Not to undertake any health and safety tasks that you haven’t been trained forIn health and safety my employer’s responsibilities are:†¢Provide a safe workplace †¢Give information on health and safety †¢Provide free health and safety training †¢Make sure you can enter and leave the workplace safely †¢In health and safety the individuals you support’s responsibilities are: †¢Follow health a nd safety advice given to them †¢Co-operate with you to use appropriate equipment safely †¢Take reasonable care of their own health and safety †¢Without the correct level of training you are not allowed to carry out certain tasks relating to health and safety. Here are a few examples: †¢Moving and handling †¢Administering medication †¢Emergency first aid †¢Giving injections †¢Peg feeding †¢Colostomy †¢Fighting fireIf you are unsure about what you can and cannot do, you must discuss this with your Proprietor or manager.