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Useful New Change-Management-Foundation Exam Camp & Leading Offer in Qualification Exams & Unparalleled Change-Management-Foundation: Change Management Foundation Exam

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

TopicDetails
Topic 1
  • Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
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
  • 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 4
  • Communication in Change Management: This section covers developing a communication strategy
Topic 5
  • Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.
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
  • 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.

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APMG-International Change Management Foundation Exam Sample Questions (Q37-Q42):

NEW QUESTION # 37
Which of the key principles for building and maintaining engagement throughout change is demonstrated through sharing information about why change is necessary and when it will take place?

  • A. Connectivity
  • B. Transparency
  • C. Inclusivity
  • D. Empathy

Answer: B

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation identifies Transparency as one of four engagement principles (alongside Inclusivity, Connectivity, and Dialogue). Sharing information about "why change is necessary and when it will take place" exemplifies Transparency (Option C), as it involves openly communicating critical details to build trust and clarity. Inclusivity (A) focuses on involving people, Connectivity (B) on linking stakeholders, and Empathy (D) on understanding emotions-none of which directly address the act of sharing information as described.


NEW QUESTION # 38
Which action is a suitable response when resistance to change is shown through sabotage?

  • A. Ensure saboteurs are excluded from any involvement with the change
  • B. Ignore the saboteurs and hope that people will NOT be influenced
  • C. Accept that deliberate attempts to undermine change are inevitable
  • D. Allocate important change tasks to the saboteurs

Answer: D

Explanation:
Explanation
Resistance to change is a common reaction that occurs when people perceive a threat or loss from the change.
Resistance can be shown in different ways, such as denial, avoidance, passive-aggressive behavior, or sabotage. Sabotage is a deliberate attempt to undermine or obstruct the change. To deal with sabotage, change leaders should try to understand the reasons behind it and address them constructively. One possible action is to allocate important change tasks to the saboteurs, as this can increase their involvement, ownership, and accountability for the change. The other options are not suitable responses, as they either ignore, isolate, or accept the sabotage, which can worsen the situation and damage the change. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)


NEW QUESTION # 39
What is the First step of Kotter's eight-step model for planning and leading organizational change?

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

Answer: C

Explanation:
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 # 40
Which reason explains why it is helpful to segment stakeholders?

  • A. Identities individuals or groups who are resisting change
  • 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. Helps identify the organization's culture for scoping appropriate engagement

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 # 41
Which characteristic can be tracked using Mayfield's stakeholder radar technique?

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

Answer: A

Explanation:
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.
References:
* https://apmg-international.com/files/document/change-management-foundation-online-brochure
* https://www.mayfield.consulting/stakeholder-radar/


NEW QUESTION # 42
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