This study examined the complexities of age relations at work. Garment workers believed that their fate was linked to ageism and that their work experience was discounted by management. Managers wanted to be rid of older workers because they commanded higher wages than younger workers. The issue was cost reduction, and age was implicated unintendedly. Still, managers seemed to use stereotypical images to discourage older workers and they did not organize work routines to facilitate the adaptation of them. Instead, they subcontracted the easy jobs, relying on the experience of the older employees for difficult work while not adapting the workplace. Theoretically, the authors argue that ageism and age discrimination can best be understood through a recognition of the importance of structured age relations and human agency.
Proceeding from the analysis of the organization of reception of patients in 4 city polyclinics having 104 therapeutic sectors, the study demonstrated decrease of the amount and breach of continuity of medical care rendered to the residents of the sectors where doctors were absent during the reception. It was proposed to appraise and monitor the work of sector physicians during their reception of patients through a complex indicator of intensity of consultation rates at other medical sectors. The introduced system of extra payment of physicians and paramedical staff for reception of patients from other sectors where the sector physician was absent could raise continuity of care and eliminate patients' complaints and discontent of medical workers.