Review Change-Management-Foundation Guide - Change-Management-Foundation Valid Test Test

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

Topic	Details
Topic 1	Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.
Topic 2	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 3	Engaging and communicating with stakeholders, change Impact and Readiness, conducting change impact assessments, assessing organizational readiness for change, and identifying and managing resistance to change.
Topic 4	Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.
Topic 5	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 6	Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.
Topic 7	Communication in Change Management: This section covers developing a communication strategy

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Change-Management-Foundation Valid Test Test | Valid Change-Management-Foundation Exam Tips

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APMG-International Change Management Foundation Exam Sample Questions (Q11-Q16):

NEW QUESTION # 11
How does change management contribute to benefits?

A. Encourages users to make the best use of the new situation
B. Produces all of the outcomes required to deliver benefits
C. Provides ultimate accountability for the benefits of a change
D. Ensures dis-benefits are avoided

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Change management's role in benefits realization is a critical theme in the APMG Change Management Foundation, focusing on enabling people to adopt and optimize change. Let's explore each option in depth:
*Option A: "Encourages users to make the best use of the new situation" - This is correct. Change management ensures benefits by preparing, supporting, and motivating people to embrace and maximize the change. For example, training staff on a new CRM system ensures they use its features effectively, driving benefits like increased sales. The framework defines this as change management's primary contribution:
aligning human behavior with intended outcomes.
*Option B: "Ensures dis-benefits are avoided" - While change management mitigates risks (e.g., resistance), avoiding dis-benefits entirely is not its core focus or guarantee. This is more a project management responsibility, making this incorrect.
*Option C: "Provides ultimate accountability for the benefits of a change" - Accountability lies with sponsors or business owners, not change management, which supports rather than owns benefits realization. This is false per the APMG roles delineation.
*Option D: "Produces all of the outcomes required to deliver benefits" - Change management influences adoption but doesn't produce all outcomes (e.g., technical delivery), which involves other disciplines. This overstates its scope.
Option A aligns with the APMG emphasis on adoption and utilization as the bridge between change delivery and benefits, making it the most accurate answer.

NEW QUESTION # 12
According to Tuckman, in what stage of the team development model will members of the team be working collectively to achieve results?

A. Storming
B. Adjourning
C. Forming
D. Performing

Answer: D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Performing is when Tuckman's team collaborates effectively to deliver results, post-conflict resolution. It's the productive stage, per APMG.

NEW QUESTION # 13
According to theBechard and Harris change formula' which response will increase an individual's dissatisfaction with the status quo?

A. Clarify the steps users need to take
B. Amend performance targets during the change
C. Focus on the benefits of the change
D. Communicate the danger of inaction

Answer: D

Explanation:
Explanation
The Beckhard and Harris change formula is a tool to assess the readiness and motivation for change in an organization. The formula states that change will happen when D x V x F > R, where D is dissatisfaction with the status quo, V is vision of the desired future state, F is first steps or action plan for the change, and R is resistance to change. To increase an individual's dissatisfaction with the status quo, one possible action is to communicate the danger of inaction, such as the risks, threats, or losses that may occur if no change is made.
This can create a sense of urgency and need for change among the individual. The other options are not actions that will increase dissatisfaction with the status quo, but rather actions that will address other factors in the formula.

NEW QUESTION # 14
Which reason explains why it is helpful to segment stakeholders?

A. Helps identify the organization's culture for scoping appropriate engagement
B. It highlights the level of influence and interest stakeholders have in the planned change
C. Enables different approaches and analysis techniques to be used with different stakeholder groups
D. Identities individuals or groups who are resisting change

Answer: C

Explanation:
Segmenting stakeholders is the process of dividing them into groups based on common characteristics, such as roles, interests, needs, expectations, or attitudes towards the change. One reason why it is helpful to segment stakeholders is that it enables different approaches and analysis techniques to be used with different stakeholder groups. For example, segmenting stakeholders can help to tailor communication messages and channels to suit each group's preferences and concerns, or to apply different engagement strategies and tactics to address each group's level of influence and impact.

NEW QUESTION # 15
Which management approach is recommended to help people through the neutral zone' phase of Gridges' model of human transition?

A. Describe this period as an opportunity to learn
B. Direct feedback through the normal line management processes
C. Reduce gossip by limiting social occasions at work.
D. Hold on to established routines wherever possible

Answer: B

Explanation:
Bridges' model of human transition describes three phases that people go through when they experience change: ending, losing, and letting go; the neutral zone; and the new beginning. The neutral zone is a period of uncertainty, confusion, and anxiety, but also creativity, innovation, and learning. To help people through this phase, change leaders should describe this period as an opportunity to learn new skills, explore new possibilities, and experiment with new solutions. The other options would not help people through this phase, as they would either maintain the status quo, increase gossip and rumors, or limit feedback channels.
References: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%
20Sample%20Paper%2010%20-%20v1.0.pdf (page 11)

NEW QUESTION # 16
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Review Change-Management-Foundation Guide - Change-Management-Foundation Valid Test Test

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

Change-Management-Foundation Valid Test Test | Valid Change-Management-Foundation Exam Tips

APMG-International Change Management Foundation Exam Sample Questions (Q11-Q16):

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