AVOID EXAM FAILURE WITH APMG-INTERNATIONAL CHANGE-MANAGEMENT-FOUNDATION PDF QUESTIONS

Avoid Exam Failure With APMG-International Change-Management-Foundation PDF Questions

Avoid Exam Failure With APMG-International Change-Management-Foundation PDF Questions

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

TopicDetails
Topic 1
  • communication methods and channels, and effective messaging for different stakeholder groups.
Topic 2
  • Communication in Change Management: This section covers developing a communication strategy
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
  • 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 5
  • Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
Topic 6
  • 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 7
  • Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.

APMG-International Change Management Foundation Exam Sample Questions (Q59-Q64):

NEW QUESTION # 59
What is the purpose of documenting the 'Measurement methodology' in a change communication strategy?

  • A. Assess effectiveness of the communication efforts
  • B. Ensure everyone understands the value of the change
  • C. Quantify the number of people impacted by the change
  • D. Communicate test activities for the final solution

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The Measurement methodology in APMG evaluates communication success (e.g., awareness levels via surveys), ensuring it meets goals. Option A fits; others misalign.


NEW QUESTION # 60
Which is an effect in an organization if the psychological contract between an organization and its staff is broken?

  • A. There will be no effect if senior managers maintain discipline
  • B. Additional change agents will be need to be appointed
  • C. Staff will be more willing to help achieve the outcomes of change
  • D. The likelihood of achieving performance targets reduces.

Answer: D

Explanation:
Explanation
The psychological contract is the unwritten and implicit agreement between an organization and its employees, which defines their mutual expectations and obligations. The psychological contract can be broken when either party fails to fulfill their promises or obligations, such as changing the terms and conditions of employment, reducing the benefits or rewards, or violating the trust or respect. When the psychological contract is broken, it can have negative effects on the organization, such as lower employee engagement, commitment, and loyalty; higher turnover, absenteeism, and grievances; and lower productivity, quality, and innovation. Therefore, one of the effects of breaking the psychological contract is that the likelihood of achieving performance targets reduces. The other options are not effects of breaking the psychological contract, but rather causes or consequences of other factors.


NEW QUESTION # 61
Which action is an appropriate change management response to people in the early stages of a change cure?

  • A. Interpret emotions as evidence of poor change management
  • B. Delaycommunication until all the details are known
  • C. Accept that everyone will eventually work their way through the curve
  • 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 # 62
Which of the following is a purpose of creating a change management plan when preparing for change?

  • A. Capture of full list of issues to be resolved before change can start
  • B. Provide a detailed schedule of project and their dependencies
  • C. Document the set of typically recurring actions that contribute to change readness'
  • D. Record a list of all the change risks and the responsive actions required.

Answer: D

Explanation:
One of the purposes of creating a change management plan when preparing for change is to record a list of all the change risks and the responsive actions required. This helps to identify potential threats and opportunities for the change and plan how to mitigate or exploit them. The other options are not purposes of a change management plan, but rather outcomes or inputs of other processes or activities.References: https://apmg- international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%205%20-
%20v1.0.pdf (page 11)


NEW QUESTION # 63
Which statement describes 'confirmation bias'?

  • A. People like continuity and find ways to avoid change
  • B. People allow their ideas to be shaped by what most other people are starting to believe
  • C. People assume that information that is easy to access will be the most important
  • D. People pay most attention to facts agree with their current opinions

Answer: D

Explanation:
Explanation
Confirmation bias is a cognitive bias that causes people to pay more attention to facts that agree with their current opinions and ignore or discount facts that contradict them. Confirmation bias can affect how people perceive, interpret, and remember information, as well as how they make decisions and judgments.
Confirmation bias can hinder learning and change, as people may resist or reject new information that challenges their existing beliefs or assumptions.
References:
* https://www.mindtools.com/pages/article/avoiding-psychological-bias.htm#confirmationbias
* https://www.psychologytoday.com/us/basics/confirmation-bias


NEW QUESTION # 64
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