Academic literature on the topic 'HAIRDRESSING TRADE'

The reform of the Australian vocational educational and training system promises to overhaul the traditional apprenticeship system and address the major inefficiencies and inequities that have become well entrenched over this century. An issue which is often marginalised in training reform debates, however, is that women's access to trade and technical training has been extremely limited. Women's participation in all apprenticeships, excluding hairdressing, is still around 6 per cent — a participation rate which maintains Australia's record as having one of the most gender segregated workforces of all OECD countries. The following article raises a range of issues about women's exclusion from trade and technical training and questions whether training reform will address gender equity as a key feature of inefficiency in Australian industry. The article suggests that the strategies are available. What is required is a sustained commitment by industry to implementing the necessary strategies to ensure that women are included in the new and developing training structures.

The purpose of the study presented in this paper is to indicate the conditions for, determinants of and barriers to female entrepreneurship. To meet the objective defined above, the author relied on the findings from her own survey conducted in 2019 with a sample of 213 women engaged in economic activity in rural areas of the Wielkopolskie Voivodship. In the group surveyed, most people offered trade-related services. Hairdressing and beauty services are another highly popular activity among the women covered by this study. Once collected from the respondents, the information was analyzed and described with the use of descriptive statistics methods. According to the respondents, the group of key conditions that promote entrepreneurship includes the availability of capital (funds for new and developing companies) and thoughtfully prepared educational and developmental programmes encouraging people to start their own business, as well as public policy for taxes etc. Other important conditions include adequate access to entrepreneurial instruments and measures, and adequate access to technical infrastructure. The interviewees believe that the greatest barrier faced when running a business is the complicated administrative procedure and a lack of startup funds.

AbstractHairdressing and beautician apprentices are at high risk of occupational skin diseases. Our objective was to compare the prevalence of skin symptoms and the condition of skin barrier between them at the end of vocational training. We recruited 101 hairdressing and 76 beautician apprentices (overall median age 17 years), who reported their history of skin symptoms through the Croatian translation of the Nordic Occupational Skin Questionnaire (NOSQ-2002) and had their hand skin clinically examined and evaluated with the Osnabrück Hand Eczema Severity Index (OHSI). Transepidermal water loss (TEWL) was measured following the standard procedure. Hairdressing apprentices reported significantly higher prevalence of hand/wrist eczema or urticaria than beautician apprentices (35 % vs 25 %, respectively; P=0.041) and higher severity of current hand eczema [median (range) 1.5 (0–8) vs 0.5 (0–4), respectively; P<0.001] and had higher hand TEWL values in those who washed their hands >20 times a day [median (interquartile range): 24.4 (19.7–33.7) vs 18.8 (15.4–23.2) g/ m2/h, respectively; P<0.001). Hairdressing apprentices had more severe clinical symptoms on the hands, and 83 % of those who reported eczema also reported that exacerbation occurred during practical training in comparison to 38 % of beautician apprentices. Our study is the first to report occupational hand and forearm skin issues in the beautician apprentices and also suggests that more effort is needed to improve training about safety at work, which should be specifically tailored for these two trades.

Background. Work-related upper extremity musculoskeletal disorders (WUEDs) often present remarkable health and economic burdens on society. Occupational barbers are usually neglected both in research and policy actions, mainly in developing countries, and hence are likely subjected to the conditions. So far, information about factors that influence WUEDs among barbers in Ethiopia is inconclusive. Therefore, this study aimed to evaluate prevalence and factors associated with WUEDs among barbers in Gondar town, Ethiopia. Methods. We conducted a cross-sectional study from March to April 2018. A sample of 424 participants were recruited using systematic random sampling technique. A standardized Nordic Musculoskeletal Questionnaire was pretested and interviewer-administered for data collection. The data were analyzed by SPSS version 20 software. We set statistical significances at <0.05 p value with 95% confidence intervals (CI) and computed odds ratios to evaluate strength of associations. Results. The response rate was 98.3% (N=417). The mean age was 26.39 (SD + 4.805) years. The prevalence of upper extremity musculoskeletal disorders over the past 12 months was 56.8% (N=237). Upper back pain was observed in 38.8% (N=162) participants, whereas shoulder (27.1% (N=113)), neck pain and elbow/forearms (each 29.3% (N=122)), and wrists/hand disorders (32.4% (N=135)) were the common body sites indicated. Age (AOR: 2.614; 95% CI (1.287, 5.307)), alcohol use (AOR: 3.556; 95% CI (2.212, 5.717)), frequent standing (AOR: 1.536; 95% CI (1.006, 2.346)), physical exercises (AOR: 1.938; 95% CI (1.216, 3.089)), and low monthly salary (AOR: 3.125; 95% CI (1.157, 5.441)) were factors associated with work-related upper extremity disorders. Conclusions. Work-related upper extremity disorder is common among hairdressing professionals. Worksite health promotions targeted to lifestyle behaviors, like physical exercise and alcohol consumption require urgent public health actions in Ethiopia. Moreover, adaption of flexible work postures and proper management of workplace conditions related to aging workforces are also imperative to trace the complaints.

Abstract Objective To investigate whether intensity of work as a hairdresser was associated with treatments for pain, and if musculoskeletal pain was associated with leaving the hairdressing trade. Methods We formed two cohorts of hairdressers covered in the PensionDanmark Health Scheme (PDHS). Cohort 1 consisted of 1304 active hairdressers in 2009. Self-reported weekly haircuts were used as work intensity measure and treatments for pain in the neck and shoulders in PDHS were used as outcome. We used a Cox regression model with robust sandwich estimates adjusted for age, sex, employment status and prior treatment < 1 year before July 2009. Cohort 2 consisted of all hairdressers ever covered in the PDHS from 2006 to 2016 (n = 11,162). Exposure were treatments in PDHS within the last year. Outcome was leaving the trade within the following year. Adjustments were made for sex, calendar-year and age in Cox regression models. Results The adjusted hazard ratio of treatments in PDHS compared to the lowest work intensity was 0.95 (95% CI 0.58–1.55) and 0.74 (0.43–1.29) for medium and highest intensity, respectively. The risk of leaving the trade was lower, HR 0.80 (0.72–0.90) among hairdressers with treatments in PDHS within the last year, mainly driven by hairdressers aged < 56 years. Conclusion We found no association between intensity of work as a hairdresser, measured as self-reported weekly haircuts, and treatments for pain in PDHS. Furthermore, we found a protective effect of treatments in the PDHS within the last year on risk of leaving the trade.

Magister Philosophiae - MPhil
The research conducted has been undertaken to engage the stakeholders to explore the possibility of establishing workplace forums. The gains of workplace forums with respect to sharing decision making is a distinct advantage both business and labour seemingly do not realise because of a continued resolve to negotiate conditions of service annually exclusively. The research was undertaken by designing an interview questionnaire for distribution. The population for this research includes a cross section of employers from the industry in the Western Cape, parties to the Hairdressing Beauty and Cosmetology Bargaining Council, the Employers Organisation and the Employees Organisation or Trade Union. The criteria set for the questionnaire anticipate responses of respondents to the challenges before and after the possible incorporation of section 84 of the Act Finally the research results indicate that the parties to a collective agreement in this industry still gravitate towards distributive collective bargaining by negotiating salaries, wages and conditions of employment in Bargaining Councils.
South Africa

The vision of New Zealand as a 'knowledge society' is a mantra that has opened the twenty-first century. Underpinning any 'knowledge society', however; are people who turn resources into concrete products and who build, maintain and service the technological and social infrastructure essential to society. This thesis examines the skilled trades and, in particular, how people are trained for those trades. Industry training is a crucial component of the wealth-generating capabilities of New Zealand. It is also an essential part of the way that many young people make the transition from school to work and from adolescence to adulthood. The means of training tradespeople has moved over the years from the rigid and prescriptive apprenticeship system, to the more voluntaristic, industry-led 'industry training' strategy, introduced following the Industry Training Act 1992. Regardless of the system used to organise training, however, there have been long-standing problems in New Zealand with achieving the optimum number of skilled workers, possessing the correct 'mix' of skills required. In this research, based upon semi-structured interviews with industry training stakeholders four industry case studies, policy content analysis and an in-depth examination of the Modem Apprenticeships scheme, I ask three key questions. First, what are the things that, as a country, we could or should reasonably expect a 'good' industry training system to contribute to? These may be things like: an adequate supply of appropriately skilled workers, the ability to upskill or reskill these workers as needed, clear transition routes for young people, lifelong learning opportunities, equity goals and foundation skills. Second, I ask how the current system performs against these criteria. The short answer is that the performance is 'patchy'. There are dire skill shortages in many areas. While opportunities for workplace upskilling, reskilling or 'lifelong learning' are available, I argue that they are not yet cemented into a 'training culture'. Workplace-based learning is an important transition route for a small percentage of our young people but the favoured route is some form of tertiary education, which may be an expensive and not necessarily relevant option. Third, I ask why the performance of New Zealand's industry training system is often less than desirable. My argument is that the problems and solutions thereof, of skill formation in New Zealand have been understood largely in terms of the supply-side. That is, we have either critiqued, or looked to reform, whatever system has been in place to train skilled workers. The inadequacy of this approach is evident from weaknesses in the ability of either the prescriptive apprenticeship system or the voluntaristic industry training strategy to deliver an appropriately skilled workforce. Thus, I also examine the demand side of skill formation: the wider influences that impact on employers' training decisions. Training decisions made by individual employers, the aggregation of which represent the level and quality of training for New Zealand as a whole, are influenced by a plethora of factors. At the micro level of the employer or firm, I explore barriers to training and some of the constraints to the demand for skills. I then examine broader influences, such as the changing shape of the workforce, labour market regulation and wider economic factors, all of which impact on training levels.

碩士
台南應用科技大學
生活應用科學研究所
103
「The "9th Round of Cross-Strait High-level Talks" was held on June 21, 2013 in Shanghai, China, during the talks the "Cross-Strait Service Trade Agreement" (CSSTA) was signed, to provide the foundation for cross-strait service trade institutionalization, promote cross-strait mutual services investments and trade. However, after this service trade agreement was signed, it led to great controversy in Taiwan. In 2013 the two sides signed the Service Trade Agreement, the agreement listed Taiwan''s beauty and hair industry as open industry, causing great anxiety and sparking the subsequent social unrest and nervousness. Also, whether capital investments from Mainland China will invest in Taiwan''s beauty and hair industry is still unknown, but if mostly medium and large chain stores come to set up shops in Taiwan, this may start a price war, and since Taiwan beauty and hair industry are mostly one-person studios, will they be able to face competition from investments from China? Currently Kaohsiung City’s beauty and hair professionals are still mostly small studios, and the main purpose of this study is to assess whether the business model of Chinese firms coming to Taiwan to set up medium to large chain stores will impact professionals or technicians. Beauty and hair industry professional are mostly one-person or small studios, therefore after the CCSTA has passed they will not go to invest in Mainland China, and most professionals will not work in Chinese owned companies, capital investments from Mainland China coming to Taiwan belong mostly to chain store business systems, so Taiwan professional tend to be disadvantaged, therefore hoping that the Government can give them timely assistance when facing competition from Chinese investments. Regarding business operations, it is also suggested that professional enhance their service quality and technology, as well as strengthen customer relationships to counter low-cost competition from Chinese investments.

The research conducted has been undertaken to engage the stakeholders to explore the possibility of establishing workplace forums. The gains of workplace forums with respect to sharing decision making is a distinct advantage both business and labour seemingly do not realise because of a continued resolve to negotiate conditions of service annually exclusively. The research was undertaken by designing an interview questionnaire for distribution. The population for this research includes a cross section of employers from the industry in the Western Cape, parties to the Hairdressing Beauty and Cosmetology Bargaining Council, the Employers Organisation and the Employees Organisation or Trade Union. The criteria set for the questionnaire anticipate responses of respondents to the challenges before and after the possible incorporation of section 84 of the Act Finally the research results indicate that the parties to a collective agreement in this industry still gravitate towards distributive collective bargaining by negotiating salaries, wages and conditions of employment in Bargaining Councils.