TEST CHANGE-MANAGEMENT-FOUNDATION GUIDE ONLINE | CHANGE-MANAGEMENT-FOUNDATION DUMPS TORRENT

Test Change-Management-Foundation Guide Online | Change-Management-Foundation Dumps Torrent

Test Change-Management-Foundation Guide Online | Change-Management-Foundation Dumps Torrent

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Tags: Test Change-Management-Foundation Guide Online, Change-Management-Foundation Dumps Torrent, Exam Change-Management-Foundation Simulations, Reliable Change-Management-Foundation Test Answers, Real Change-Management-Foundation Exam

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

TopicDetails
Topic 1
  • Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.
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
  • Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.
Topic 5
  • 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 6
  • Communication in Change Management: This section covers developing a communication strategy
Topic 7
  • Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.
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.

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APMG-International Change Management Foundation Exam Sample Questions (Q82-Q87):

NEW QUESTION # 82
When assessing the severity of change impacts during a stakeholder impact assessment, what is meant by the coverage of impact?

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

Answer: A

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 # 83
According to the brain science of resistance, which of the key neural factors is an example of a fixed mindset?

  • A. Cognitive rigidity
  • B. Emotional reaction to forced change
  • C. Short-term focus
  • D. Routine seeking

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation integrates neuroscience to explain resistance, including factors like those listed. A fixed mindset (per Carol Dweck) resists growth or change, believing abilities are static.
Let's analyze each option in this context:
*Option A: "Routine seeking" - This reflects a preference for familiarity, a common resistance trigger (e.g., preferring old processes). While linked to comfort, it's not inherently a fixed mindset but a behavioral tendency, so it's not the best fit.
*Option B: "Emotional reaction to forced change" - This is a threat response (e.g., fear from SCARF's Certainty domain), driving resistance emotionally. It's situational, not a mindset, making it incorrect.
*Option C: "Cognitive rigidity" - This is the correct answer. Cognitive rigidity is the inability or unwillingness to adapt thinking, a hallmark of a fixed mindset. For example, someone insisting "This is how we've always done it" resists new learning, aligning with neuroscience on inflexible neural patterns and the APMG's focus on mindset barriers.
*Option D: "Short-term focus" - This prioritizes immediate results over long-term gains, a resistance factor, but it's a strategic choice, not a fixed mindset.
Option C best exemplifies a fixed mindset, as it directly ties to the neuroscience of entrenched thinking patterns that hinder change acceptance, a key resistance driver in the framework.


NEW QUESTION # 84
Which of the following statements about the 'change curve' are true?
1.The 'change curve' describes a normal human reaction to change
2.The 'change curve' only applies to changes that are perceived as negative

  • A. Only 2 is true
  • B. Both 1 and 2 are true
  • C. Neither 1 nor 2 is true
  • D. Only 1 is true

Answer: D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The Change Curve (Kubler-Ross) in APMG outlines emotional stages (e.g., denial, acceptance). Statement 1 is true-it's a normal reaction. Statement 2 is false-it applies to all significant changes (e.g., a promotion), not just negative ones. Thus, A.


NEW QUESTION # 85
Both numerical and subjective methods can build a picture of how effective your change interventions are.
Which type of measure can help us to understand why, how, or what happened behind certain behaviours?

  • A. Lagging
  • B. Quantitative
  • C. Qualitative
  • D. Leading

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Qualitative measures (e.g., interviews) in APMG explore "why" behind behaviors (e.g., resistance reasons), unlike quantitative (numbers), leading (predictive), or lagging (past results).


NEW QUESTION # 86
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. Inclusivity
  • B. Empathy
  • C. Connectivity
  • D. Transparency

Answer: D

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 # 87
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