The paper presents the problem of ageing and its consequences for organizational life along with the results of the research conducted on the sample of 300 employees from three groups: below 35 years old, above 50 years old and managers. Aging already has an impact and will have an even stronger impact in the future both in a societal life and an organiza-tional one. For the societal impact brings demographic decline and rising costs in pension and healthcare systems, for organizations it brings challenges for human resource manage-ment connected with the lower availability of young employees and their necessity on one hand and the opportunity on the other for utilizing skills and experience of older employees. Therefore it is interesting from both a scientific and practical point of view to investigate the relationships between age groups in organizations and mutual expectations and opinions. The presented reseaarch results allow us to conclude that both age groups and the relations between them base their approach on stereotypes and prejudices concerning for instance social competencies. Research results draw a view on how those age groups perceive each other and the mechanisms of inter-generational conflict. Based on research results, an innovative workshop method – Intermentoring – has been developed. The purpose of the method is to facilitate and improve work in age diversified teams despite intergenerational differences.

The paper presents the problem of ageing and its consequences for organizational life along with the results of the research conducted on the sample of 300 employees from three groups: below 35 years old, above 50 years old and managers. Aging already has an impact and will have an even stronger impact in the future both in a societal life and an organiza-tional one. For the societal impact brings demographic decline and rising costs in pension and healthcare systems, for organizations it brings challenges for human resource manage-ment connected with the lower availability of young employees and their necessity on one hand and the opportunity on the other for utilizing skills and experience of older employees. Therefore it is interesting from both a scientific and practical point of view to investigate the relationships between age groups in organizations and mutual expectations and opinions. The presented reseaarch results allow us to conclude that both age groups and the relations between them base their approach on stereotypes and prejudices concerning for instance social competencies. Research results draw a view on how those age groups perceive each other and the mechanisms of inter-generational conflict. Based on research results, an innovative workshop method – Intermentoring – has been developed. The purpose of the method is to facilitate and improve work in age diversified teams despite intergenerational differences.