Another Model that can be considered in this paper is the Kurt Lewin classical model. This model was developed by Lewin which considers three phases. The first phase is called the unfreezing which considers setting aside the existing approach and prepare for change. In the next stage, which is known as movement, the change occurs and the last stage is refresszing which includes the solidification of the new approach.
In this regard, the hospital organisations or institutions mentioned above can use this to solve the issue of the ageing population by setting a new behaviour or work policy that adheres to the needs of the ageing populations within the industy. In this regard, the first phase which is unfreezing will be considered through the consideration of internal research to know the current mindset and understand the new mindset that will suit the needs of the ageing population (Cummings and Worley, 2001).
After analysing the present human resource managemnt policy for the ageing population, the next stage is movement, which means that the hospital organisations or institutions should prepare new mindset or new human resource policy for ageing population, by considering strategic planning and meeting with all the board members and management staffs. This can also be done by creating a committee to handle the said change management approach, for assuring efficient change process (Levasseur, 2001). And lastly, the consideration fo the “Refreezing” step to be able to is to stabilize the hospital organisations or institutions at the new implemented policy (Cumming and Worley, 2001). This can be done by considering motivational approach like providing rewards to the employees and management to accept the said change.
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