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APMG-International Change-Management-Foundation Exam Syllabus Topics:
Topic
Details
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
- Communication in Change Management: This section covers developing a communication strategy
Topic 3
- 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 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
- Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
Topic 6
- 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 7
- Introduction to Change Management: This section covers the definition and importance of change management, types of organizational change, and the role of change managers.
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Exam Change-Management-Foundation Vce Format | Change-Management-Foundation VCE Dumps
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APMG-International Change Management Foundation Exam Sample Questions (Q27-Q32):
NEW QUESTION # 27
In neuroscience, which particularly rewards the brain's need for Certainty?
- A. Public praise
- B. Change delivered in small stages
- C. Delegated decision-making through change
- D. Group social events
Answer: B
Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation incorporates neuroscience, specifically David Rock's SCARF model, which identifies five domains driving brain responses: Status, Certainty, Autonomy, Relatedness, and Fairness. Certainty refers to the brain's preference for predictability and stability. Option A ("Change delivered in small stages") rewards this need by breaking change into manageable, predictable steps, reducing uncertainty and threat responses. Option B enhances Autonomy, Option C boosts Relatedness, and Option D elevates Status-none directly address Certainty as effectively as staged delivery.
NEW QUESTION # 28
In Herzberg's studies on job satisfaction, which statement about dissatisfies Chygene factors') is true?
- A. Beyond a certain level, improving dissatisfiers does not lead to job satisfaction
- B. The dissatisfiers are related to the work itself, rather than its context
- C. It is unnecessary to consider the impact of change on the dissatisfiers
- D. Dissatisfiers are the only factors that can be influenced in the work place.
Answer: A
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 # 29
Which of the following statements about diverse teams are true?
1.Increased creativity and innovation
2.Thorough problem-solving and decision-making
- A. Both 1 and 2 are true
- B. Neither 1 nor 2 is true
- C. Only 1 is true
- D. Only 2 is true
Answer: A
Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation highlights the strengths of diverse teams in change initiatives.
Statement 1 ("Increased creativity and innovation") is true, as diverse perspectives bring fresh ideas and novel solutions. Statement 2 ("Thorough problem-solving and decision-making") is also true, as diversity leads to broader analysis and consideration of multiple angles, enhancing decision quality. These benefits are well- documented in the framework, which notes that while diverse teams may take longer to decide, their outcomes are more robust and innovative-making both statements accurate.
NEW QUESTION # 30
In Herzberg's studies on job satisfaction, which statement about dissatisfiesChygene factors') is true?
- A. Beyonda certain level, improving dissatisfiers does not lead to job satisfaction
- 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. Dissatisfiers are the only factors that can be influenced in the work place.
Answer: A
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 # 31
According to Tiompenaars and harronden-Turner, which example is a level three basic assumption' expression of culture?
- A. The required behaviors are set out in theemployee'sguide
- B. Senior management grades are entitled to 'executive' chairs
- C. Meeting customer need is more important than profit
- D. The team motto is 'to deliver excellent service'
Answer: C
Explanation:
Explanation
According to Trompenaars and Hampden-Turner, culture can be expressed at three levels: artifacts, values, and basic assumptions. Artifacts are the visible and tangible manifestations of culture, such as symbols, rituals, and heroes. Values are the shared beliefs and preferences that guide behavior and decision making. Basic assumptions are the unconscious and taken-for-granted beliefs that underlie values and artifacts. Meeting customer need is more important than profit is an example of a basic assumption, as it reflects a deep-rooted belief that influences the values and artifacts of the organization. The other options are examples of artifacts or values, not basic assumptions. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 32
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