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Pass Guaranteed First-grade APMG-International Change-Management-Foundation - Latest Change Management Foundation Exam Exam Test

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APMG-International Change-Management-Foundation Exam Syllabus Topics:

Topic
Details

Topic 1

Leadership and Change: In this section, the preference is given to the role of leadership in change management, change leadership styles, building and maintaining a guiding coalition, etc.

Topic 2

Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.

Topic 3

Measuring and Sustaining Change: In this section, the focus is on the key performance indicators for change initiatives, monitoring and evaluating change progress, and strategies for sustaining change.

Topic 4

Introduction to Change Management: This section covers the definition and importance of change management, types of organizational change, and the role of change managers.

Topic 5

Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.

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APMG-International Change Management Foundation Exam Sample Questions (Q85-Q90):

NEW QUESTION # 85
Which of the following statements about the change severity assessment 'environment' impact are true?
The amount of other activity happening at the same time as the charge is a factor The common values and behaviors in the organization is a factor.

A. Neither 1 or 2 is true
B. Both 1 and Z are true
C. Only1 is true
D. Only 2 is true

Answer: B

Explanation:
The change severity assessment is a tool to evaluate the impact of a change on different dimensions, such as environment, organization, individuals, and project. The environment dimension considers the external and internal factors that affect the change, such as market conditions, competitors, regulations, culture, values, and behaviors. The amount of other activity happening at the same time as the change and the common values and behaviors in the organization are both factors that belong to the environment dimension.References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%
20Paper%208%20-%20v1.0.pdf (page 11)

NEW QUESTION # 86
Which is a factor used in the 'change formula' (Beckhard and Harris)?

A. Level of dissatisfaction with the status quo
B. The quality of the leadership
C. Expected return on investment and benefits
D. Elapsed time it will take to achieve the change

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The Beckhard and Harris Change Formula (D x V x F > R) in APMG drives motivation. Only A (Dissatisfaction) is a factor-others are external considerations, not formula components.

NEW QUESTION # 87
According to Honey and Munford, which learning style would team BEST through watching a video showinga new being undertaken in the work environment?

A. Refector
B. Activist
C. Progmalist
D. Theorist

Answer: A

Explanation:
Explanation
Reflectors are people who prefer to learn by observing and thinking about their experiences. They enjoy taking time to consider new information and ideas and tend to be thoughtful and analytical. Watching a video showing a new being undertaken in the work environment would suit their learning style as they can observe how others do it and reflect on the implications and outcomes.
References:
* https://expertprogrammanagement.com/2020/10/honey-and-mumford/
* https://www.simplimba.com/honey-and-mumford-model/

NEW QUESTION # 88
Which action is an appropriate change management response to people in the early stages of a change cure?

A. Accept that everyone will eventually work their way through the curve
B. Interpret emotions as evidence of poor change management
C. Delaycommunication until all the details are known
D. Be clear about the losses that people will experience

Answer: D

Explanation:
Explanation
The change curve is a model that describes the typical emotional stages that people go through when they face a change. The early stages of the change curve are characterized by shock, denial, anger, and frustration. To help people through these stages, change leaders should be clear about the losses that people will experience and acknowledge their feelings and concerns. The other options are not appropriate responses, as they would either ignore or dismiss people's emotions or create more uncertainty and confusion. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 89
Which of the following statements about ways in which we communicate and connect with people are true?
1.Non-verbal communication can be written
2.Our actions can speak volumes without saying a word

A. Only 1 is true
B. Both 1 and 2 are true
C. Neither 1 nor 2 is true
D. Only 2 is true

Answer: D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Communication in change management, as outlined in the APMG Change Management Foundation, encompasses verbal, non-verbal, and symbolic elements, all critical for engaging stakeholders. This question tests our understanding of these dimensions with a focus on precision and interpretation. Let's dissect each statement with exhaustive detail, exploring definitions, examples, theoretical roots, and practical implications:
*Statement 1: "Non-verbal communication can be written"
oDefinition and Context: Non-verbal communication traditionally refers to cues conveyed without words- body language (e.g., posture, gestures), facial expressions, tone of voice, and physical actions. The APMG framework aligns with this, emphasizing its role in conveying emotions and intent duringchange (e.g., a leader's confident demeanor reinforcing a message). Written communication, however, is inherently verbal, as it uses words to express meaning, even if it's symbolic (e.g., an exclamation mark).
oAnalysis: The statement suggests written forms (e.g., emails, reports) qualify as non-verbal, which contradicts standard communication theory. For instance, a memo announcing a restructure is verbal because it relies on text, though its tone or formatting might imply emotion (e.g., bold text for urgency). Some might argue that emoticons or punctuation are non-verbal, but these are extensions of written language, not standalone non-verbal cues like a nod or frown. The APMG materials don't classify written communication as non-verbal, reserving that for physical or auditory signals.
oConclusion: False. Non-verbal communication excludes written forms in this context, as it's defined by absence of linguistic content.
*Statement 2: "Our actions can speak volumes without saying a word"
oDefinition and Context: This aligns with symbolic actions and non-verbal communication in the APMG framework. Actions-like a manager using a new system first-carry meaning beyond words, influencing perceptions and emotions. This is rooted in social psychology (e.g., Bandura's observational learning), where behaviors model expectations.
oAnalysis: True and strongly supported. For example, during a cultural change to promote collaboration, a leader joining team brainstorming sessions silently signals commitment, "speaking volumes" about priorities.
The APMG emphasizes symbolic acts (e.g., Kotter's short-term wins) as powerful engagement tools, appealing to hearts and minds without verbal explanation. Even subtle actions-like consistent punctuality- reinforce messages non-verbally.
oExample: A CEO discarding old branding materials during a rebrand visually communicates "we're moving forward," amplifying the verbal vision.
*Evaluation of Options:
oA (Only 1 true): Incorrect, as Statement 1 is false.
oB (Only 2 true): Correct, as Statement 2 is true and 1 is false.
oC (Both true): Incorrect, due to Statement 1's inaccuracy.
oD (Neither true): Incorrect, as Statement 2 holds.
*Nuance and Counterargument: One might argue written symbols (e.g., a red "X") are non-verbal, but in change management, non-verbal is distinct from written artifacts, focusing on observable behavior. The APMG prioritizes this practical distinction.
*Why B: Statement 2 captures the essence of non-verbal influence, a key lever in change communication, while Statement 1 misaligns with foundational definitions.

NEW QUESTION # 90
......

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