Engaging in intergenerational learning harnesses the potential of all ages and learning styles, removing barriers to negative stereotypes shared across generations while using the skills of the older worker (Ropes, 2013). According to the principles of social learning theory, a person learns through observation of a knowledgeable other, whereby the observed behavior and information is encoded and stored, reproduced and motivation increases, by means of a reward (Russ-Elt, 2014). In an organization, this type of social learning occurs primarily informally through mentoring, or formally, such as through an apprenticeship, in which a younger, inexperienced worker is paired with a worker older employee in order to involve the younger employee in a behavior. socialization process, in addition to the transfer of knowledge and skills (Ropes, 2013). This social construction of learning benefits the organization by developing organizational processes and sharing knowledge from older to younger workers, while also benefiting employees by eliminating negative stereotypes about aging workers and improving the share capital. Furthermore, Ropes (2013) suggests that a reverse knowledge transfer also occurs from the younger worker to the older worker, in which the older worker acquires new knowledge and skills from the younger ones, usually in the case of technology..