CHANGE-MANAGEMENT-FOUNDATION LATEST TEST GUIDE & CHANGE-MANAGEMENT-FOUNDATION LATEST DUMPS BOOK

Change-Management-Foundation Latest Test Guide & Change-Management-Foundation Latest Dumps Book

Change-Management-Foundation Latest Test Guide & Change-Management-Foundation Latest Dumps Book

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Tags: Change-Management-Foundation Latest Test Guide, Change-Management-Foundation Latest Dumps Book, Change-Management-Foundation Brain Dumps, Change-Management-Foundation Latest Cram Materials, Valid Change-Management-Foundation Exam Camp

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

TopicDetails
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
  • Communication in Change Management: This section covers developing a communication strategy
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
  • 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 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 Latest Dumps Book & Change-Management-Foundation Brain Dumps

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APMG-International Change Management Foundation Exam Sample Questions (Q57-Q62):

NEW QUESTION # 57
Which item should be included within the communication plan?

  • A. How the results of a communication activity will be monitored and evaluated
  • B. The expected benefits of implementing a change
  • C. Details on what preparations have the completed prior to a change
  • D. The reasons behind change initiative and the priorities for implementation

Answer: B

Explanation:
A communication plan is a document that outlines the objectives, strategies, tactics, channels, audiences, messages, and metrics for communicating about a change initiative. One of the essential items that should be included in a communication plan is how the results of a communication activity will be monitored and evaluated. This involves defining the criteria and methods for measuring the effectiveness and impact of the communication activities, such as feedback surveys, focus groups, analytics, or indicators of awareness, understanding, and support for the change.


NEW QUESTION # 58
In Herzberg's studies on job satisfaction, which statement about dissatisfies Chygene factors') is true?

  • A. Dissatisfiers are the only factors that can be influenced in the work place.
  • B. Beyond a certain level, improving dissatisfiers does not lead to job satisfaction
  • C. It is unnecessary to consider the impact of change on the dissatisfiers
  • D. The dissatisfiers are related to the work itself, rather than its context

Answer: B

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. Beyond a certain level, improving dissatisfiers (hygiene factors) does not lead to job satisfaction, as they only prevent dissatisfaction. To increase job satisfaction, motivators need to be enhanced or introduced. Therefore, statement B is true. The other statements are not true, as they either contradict or misinterpret Herzberg's theory.References: https://apmg-international.com
/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2026%20-%20v1.0.pdf (page 11)


NEW QUESTION # 59
What stage immediately follows the reflective observation' stage, described in Kolb's learning cycle?

  • A. No other stage follows reflective observation
  • B. Practical experimentation
  • C. Concrete experience
  • D. Abstract conceptualization

Answer: D

Explanation:
Kolb's learning cycle is a model that describes how people learn from experience. The model consists of four stages: concrete experience, reflective observation, abstract conceptualization, and active experimentation.
Concrete experience is when people have a direct involvement in a situation or activity. Reflective observation is when people review and reflect on what they have done and observed. Abstract conceptualization is when people draw conclusions and form generalizations from their reflections. Active experimentation is when people apply their learning to new situations or modify their behavior accordingly.
Therefore, the stage that immediately follows the reflective observation stage is abstract conceptualization.
References: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%
20Sample%20Paper%2025%20-%20v1.0.pdf (page 11)


NEW QUESTION # 60
Which statement describes 'shared values' in the McKinsey 7S model?

  • A. The management style adopted by senior leaders
  • B. The ability of employees to perform their roles
  • C. The introduction of matrix management
  • D. The attitude of staff toward their work

Answer: D

Explanation:
The McKinsey 7S model is a framework to analyze and improve organizational performance and effectiveness. The model consists of seven interrelated elements: strategy, structure, systems, shared values, skills, style, and staff. Shared values refer to the core values and beliefs that guide the organization's vision, mission, and culture. The attitude of staff toward their work is an example of shared values. The other options are examples of other elements in the model.References: https://apmg-international.com/sites/default/files
/Change%20Management%20Foundation%20Sample%20Paper%2012%20-%20v1.0.pdf (page 11)


NEW QUESTION # 61
Which management approach is recommended to help people through the 'endings' phase of Bridges model of human transition?

  • A. Encourage people to turn their backs on the past
  • B. Look for quick successes to announce
  • C. Be clear about the scope of the change
  • D. Concentrate on the emotional content of issues

Answer: D

Explanation:
Bridges model of human transition is a framework that describes how people experience and cope with change. The model consists of three phases: endings, neutral zone, and new beginnings. The endings phase is when people have to let go of the old situation and deal with the loss and uncertainty that comes with change.
The recommended management approach to help people through this phase is to concentrate on the emotional content of issues, that is, to acknowledge and address the feelings and reactions that people have, such as anger, denial, or sadness. This can help people to accept the change and move on to the next phase.


NEW QUESTION # 62
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