CHANGE-MANAGEMENT-FOUNDATION TEST CRAM PDF, VALID CHANGE-MANAGEMENT-FOUNDATION PRACTICE MATERIALS

Change-Management-Foundation Test Cram Pdf, Valid Change-Management-Foundation Practice Materials

Change-Management-Foundation Test Cram Pdf, Valid Change-Management-Foundation Practice Materials

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Practical Change-Management-Foundation Test Cram Pdf & Guaranteed APMG-International Change-Management-Foundation Exam Success with Useful Valid Change-Management-Foundation Practice Materials

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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
  • 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 3
  • Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
Topic 4
  • Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.
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.
Topic 6
  • Communication in Change Management: This section covers developing a communication strategy
Topic 7
  • Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.
Topic 8
  • 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.

APMG-International Change Management Foundation Exam Sample Questions (Q66-Q71):

NEW QUESTION # 66
What is the First step of Kotter's eight-step model for planning and leading organizational change?

  • A. Empowering employees for broad-based action
  • B. Communicating the change vision
  • C. Generating short term wins
  • D. Establishing a sense of urgency

Answer: D

Explanation:
Kotter's model for planning and leading organizational change is an eight-step model that describes how to initiate and sustain a successful change. The eight steps are:
* Establishing a sense of urgency
* Creating the guiding coalition
* Developing a vision and strategy
* Communicating the change vision
* Empowering employees for broad-based action
* Generating short-term wins
* Consolidating gains and producing more change
* Anchoring new approaches in the culture
Therefore, the first step of Kotter's model is establishing a sense of urgency.


NEW QUESTION # 67
When assessing the severity of change impacts during a stakeholder impact assessment, what is meant by the coverage of impact?

  • A. The number of change initiatives affecting a specific stakeholder category
  • B. The proportion of a given stakeholder group that are impacted by a change
  • C. The probability of unintended consequences affecting a stakeholder group
  • D. The number of change agents required to support the change

Answer: B

Explanation:
Explanation
When assessing the severity of change impacts during a stakeholder impact assessment, one of the criteria that can be used is the coverage of impact. The coverage of impact refers to the proportion of a given stakeholder group that are impacted by a change. For example, if a change affects 80% of the employees in a department, the coverage of impact is high. The other options are not criteria for assessing the severity of change impacts, but rather factors or outcomes of other processes or activities in the change process


NEW QUESTION # 68
According to Herzberg's research, which factor leads to high job satisfaction?

  • A. Working conditions
  • B. Responsibility
  • C. Security
  • D. Salary

Answer: B

Explanation:
Explanation
According to Herzberg's research, job satisfaction and dissatisfaction are influenced by two different sets of factors: motivators and hygiene factors. Motivators are factors that lead to high job satisfaction and motivation, such as achievement, recognition, responsibility, advancement, and growth. Hygiene factors are factors that do not cause satisfaction, but can cause dissatisfaction if they are absent or inadequate, such as working conditions, salary, security, and supervision. Therefore, responsibility is a motivator that leads to high job satisfaction. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)


NEW QUESTION # 69
When assessing the severity of change impacts during a stakeholder impact assessment, what is meant by the coverage of impact?

  • A. The number of change initiatives affecting a specific stakeholder category
  • B. The proportion of a given stakeholder group that are impacted by a change
  • C. The probability of unintended consequences affecting a stakeholder group
  • D. The number of change agents required to support the change

Answer: B

Explanation:
Explanation
When assessing the severity of change impacts during a stakeholder impact assessment, one of the criteria that can be used is the coverage of impact. The coverage of impact refers to the proportion of a given stakeholder group that are impacted by a change. For example, if a change affects 80% of the employees in a department, the coverage of impact is high. The other options are not criteria for assessing the severity of change impacts, but rather factors or outcomes of other processes or activities in the change process


NEW QUESTION # 70
Social neuroscience summarizes 5 brain processes involved in social situations using the mnemonic SCARF.
What does the F represent?

  • A. Faith
  • B. Fight
  • C. Fairness
  • D. Fear

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The SCARF model, developed by David Rock and integrated into the APMG Change Management Foundation, describes five domains influencing brain responses in social contexts: Status, Certainty, Autonomy, Relatedness, and Fairness. The "F" stands for Fairness (Option A), which reflects the brain's sensitivity to equitable treatment. Faith (B), Fear (C), and Fight (D) are not part of the SCARF model, making Fairness the correct answer aligned with neuroscience principles in change management.


NEW QUESTION # 71
......

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