Reliable Change-Management-Foundation Test Questions, Change-Management-Foundation Reliable Test Questions

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

Topic	Details
Topic 1	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 2	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 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	Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
Topic 5	Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.
Topic 6	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 7	Communication in Change Management: This section covers developing a communication strategy

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APMG-International Change Management Foundation Exam Sample Questions (Q58-Q63):

NEW QUESTION # 58
Which approach to fostering engagement and collaboration represents best practice for getting the MOST from social channelsduring change?

A. Make clear to people what is considered acceptable use of social media
B. Allow people to evolve local rules on how to use social media
C. Encourage people to make unrestricted use of social media
D. Encourage individuals to link workplace social media wit external contacts

Answer: A

Explanation:
Explanation
Social media is a type of communication channel that allows for online interaction and collaboration among people. Social media can be used to foster engagement and collaboration during change, as it can provide information, feedback, support, and innovation. However, social media also poses some challenges and risks, such as misinformation, distraction, or conflict. Therefore, the best practice for getting the most from social channels during change is to make clear to people what is considered acceptable use of social media, such as the purpose, tone, frequency, and content of the messages. The other options are not best practices, as they either encourage unrestricted or restricted use of social media, which can have negative consequences for the change.

NEW QUESTION # 59
Which is the BEST example of a disadvantage to an organization of making or marketing an external appointment to a change learn?

A. Lack of an emotional connection to how things work now.
B. An increased risk that people will feel change is being imposed
C. They may not devote of their time to the change
D. Too much knowledge of how things work and terminology used

Answer: B

Explanation:
Making or marketing an external appointment to a change team is a decision that can have advantages and disadvantages for an organization. One possible disadvantage is that it can increase the risk that people will feel change is being imposed by outsiders who do not understand or care about their situation or needs. This can lead to resentment, resistance, or distrust among the staff or stakeholders affected by the change.
Therefore, option A is the best example of a disadvantage of making or marketing an external appointment to a change team. The other options are not disadvantages, as they either imply advantages or are not related to making or marketing an external appointment.References: https://apmg-international.com/sites/default/files
/Change%20Management%20Foundation%20Sample%20Paper%2030%20-%20v1.0.pdf (page 11)

NEW QUESTION # 60
In Herzberg's studies on job satisfaction, which statement about dissatisfiesChygene factors') is true?

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

Answer: D

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. 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 (page 11)

NEW QUESTION # 61
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 agents required to support the change
B. The number of change initiatives affecting a specific stakeholder category
C. The probability of unintended consequences affecting a stakeholder group
D. The proportion of a given stakeholder group that are impacted by a change

Answer: D

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 # 62
Which is a description of the role of Line Management in the change process?

A. Tests thinking and advises on effective delivery of change
B. Develops communications networks across the organization
C. Provides financial resources to support specific change tasks
D. Ensure senior managers are committed to the changes

Answer: A

Explanation:
Explanation
According to the Change Management Institute's Change Management Roles Model, there are four main roles in change: Idea-Generator, Sponsor, Change Agent, and Target. Line Management is a sub-role of Change Agent, which is the role that promotes an idea to potential Sponsors and implements the change once it is approved. Line Management tests thinking andadvises on effective delivery of change, as well as supports and coaches staff through the change. The other options are not descriptions of the role of Line Management, but rather of other roles or activities in the change process. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 63
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Reliable Change-Management-Foundation Test Questions, Change-Management-Foundation Reliable Test Questions

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

Change-Management-Foundation Reliable Test Questions - Reliable Change-Management-Foundation Test Notes

APMG-International Change Management Foundation Exam Sample Questions (Q58-Q63):