Social inclusion is based, among other factors, on the benign influence of work and the individual's employment in everyday life. From the point of view of personal satisfaction, the human individual primarily needs relationships with fellow humans. This requires the achievement of an appropriate degree of socialization. The relationship between employees at work contains, among other problems, a series of conflicts that are based on differences in mentality generated by the age difference, educational method, from traditional to eLearning forms. It is what we usually think of as intergenerational differences and which over time crystallizes as intergenerational conflicts. They play a key role from the point of view of the conflicting perspective of aging. According to this social theory, generational conflict is based on competition between the young and the old for resources and jobs. The theory of social conflict approaches this issue as a normal aspect of social life, which leads to the conclusion that intergenerational conflict has existed permanently, having the same factors as causes. Perhaps the most intense relationship between age categories is found in work relationships. Of course, we do not minimize the effects obtained in the family group, the student group, etc. However, work relationships remain the strongest generators of imbalance in the age conflict. The labor market is by far the stage on which the professional game is played, the dynamic element that gives the economic balance, but also the imbalance that can lead to the crisis.

social inclusion; work relationships; conflicting perspective of aging; eLearning educational method; difference of mentality.