APMG-International Change-Management-Foundation Latest Test Testking, Latest Change-Management-Foundation Test Practice

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

Topic	Details
Topic 1	Communication in Change Management: This section covers developing a communication strategy
Topic 2	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 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	Change Management Models and Theories: This section discusses Lewin's 3-Stage Model, Kotter's 8-Step Process, ADKAR Model, and Kübler-Ross Change Curve.
Topic 5	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.

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

NEW QUESTION # 85
Which characteristic can be tracked using Mayfield's stakeholder radar technique?

A. Change in the stakeholder's engagement needs and domain
B. The interest that a stakeholder has in a change through its life.
C. The power/influence that a stakeholder has in a change throughout its lite
D. The changes in roles and responsibilities during engagement

Answer: D

Explanation:
Mayfield's stakeholder radar technique is a tool that helps to monitor and manage stakeholders throughout the life cycle of a change initiative. The technique involves plotting stakeholders on a radar chart according to four dimensions: engagement needs (how much attention they require), domain (their area of interest or expertise), impact (how much they are affected by the change), and influence (how much they can affect the change). By tracking these dimensions over time, the technique can help to identify changes in the stakeholder's engagement needs and domain, as well as any potential risks or opportunities for engagement.

NEW QUESTION # 86
According to theBechard and Harris change formula' which response will increase an individual's dissatisfaction with the status quo?

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

Answer: B

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 # 87
Which workplace provision addresses Maslow's social needs?

A. Team-building exercises
B. Generous pensions
C. Job security
D. Career development opportunities

Answer: D

Explanation:
Maslow's hierarchy of needs is a theory that explains how people are motivated by different levels of needs.
The theory proposes five levels of needs: physiological, safety, social, esteem, and self-actualization. Social needs are the third level of needs, which refer to the need for belonging, love, and friendship. Team-building exercises are a type of workplace provision that addresses Maslow's social needs, as they help to create a sense of community, trust, and cooperation among employees. The other options are workplace provisions that address other levels of needs, such as physiological (generous pensions), safety (job security), or esteem (career development opportunities)

NEW QUESTION # 88
Which statement describes an advantage of using storylelling to engage people's hearts and mind more fully when communicating change?

A. Stories entertain and help people relax, so they can be more positive about the change
B. Stories engage people by providing detailed plans and timescales for change
C. Stories primarily engage rational thought so people logically work out what to do
D. Stories engage people with the challenges ahead and how can be overcome

Answer: D

Explanation:
Explanation
Storytelling is a technique to communicate change in a way that engages people's hearts and minds more fully.
Stories can convey the vision, purpose, and benefits of the change, as well as the challenges ahead and how they can be overcome. Stories can also inspire, motivate, and persuade people to support and participate in the change. Therefore, option C is the best example of an advantage of using storytelling to communicate change.
The other options are not advantages, as they either do not reflect the purpose of storytelling or do not engage people's hearts and minds. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 89
Which is a benefit of using change agent networks?

A. They take accountability for delivering all change objectives within agreed timescales
B. They take charge of defining and appropriate strategy for change
C. They provide reports to management on staff performance
D. They help people keep up to date and involved in the change

Answer: D

Explanation:
Change agent networks are groups of people who act as advocates, champions, or ambassadors for a change within an organization. They can help to communicate, implement, and sustain the change at different levels and locations. One of the benefits of using change agent networks is that they help people keep up to date and involved in the change, as they provide information, feedback, support, and guidance throughout the change process. The other options are not benefits of using change agent networks, as they either imply different roles or responsibilities for the change agent networks or are not relevant to their function.References: https://apmg- international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2029%
20-%20v1.0.pdf (page 11)

NEW QUESTION # 90
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