CHANGE-MANAGEMENT-FOUNDATION NEW DUMPS BOOK | CHANGE-MANAGEMENT-FOUNDATION STUDY MATERIAL

Change-Management-Foundation New Dumps Book | Change-Management-Foundation Study Material

Change-Management-Foundation New Dumps Book | Change-Management-Foundation Study Material

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

TopicDetails
Topic 1
  • 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 2
  • 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 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
  • Communication in Change Management: This section covers developing a communication strategy
Topic 5
  • communication methods and channels, and effective messaging for different stakeholder groups.
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
  • 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
  • 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 9
  • Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.
Topic 10
  • 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.

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APMG-International Change Management Foundation Exam Sample Questions (Q96-Q101):

NEW QUESTION # 96
What kind of power is conveyed by a manager who is admired and respected by their subordinates and seen as a role model?

  • A. Coercive
  • B. Legitimate
  • C. Referent
  • D. Reward

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation draws on French and Raven's Five Bases of Power to explain influence in change contexts. Referent power (Option D) arises from admiration, respect, and identification with an individual, often because they are seen as a role model. A manager who is admired and respected fits this description, as their influence stems from personal charisma and positive relationships rather than formal authority. Legitimate power (A) comes from a formal position, Reward power (B) from the ability to give benefits, and Coercive power (C) from punishment-none of which rely on admiration or role-model status.


NEW QUESTION # 97
Which of the following statement about communication approaches that encourage engagement during change are true?
It is helpful to delay communication until all the information is avoiding the risk of misleading people with insufficient data.
An external communications agency should be asked to relay messages when dealing with a difficult change.

  • A. Both 1 and 2 are true
  • B. Only 1 is true
  • C. Only 2 is the true
  • D. Neither 1 or 2 is true

Answer: B

Explanation:
Communication approaches that encourage engagement during change should be timely, transparent, honest, consistent, and two-way. It is not helpful to delay communication until all the information is available, as this can create uncertainty and anxiety among stakeholders. It is also not advisable to use an external communications agency to relay messages when dealing with a difficult change, as this can undermine trust and credibility of the change leaders.References: https://apmg-international.com/sites/default/files/Change%
20Management%20Foundation%20Sample%20Paper%201%20-%20v1.0.pdf (page 11)


NEW QUESTION # 98
Which of the following statements about the concept of extinction in behavioral learning are true?
Extinction happens when rewards for a certain behavior are withdrawn
Reconditioning behavior after extinction takes as long as it did before extinction

  • A. Both 1 and 2 are true
  • B. Only 1 is true
  • C. Only 2 is true
  • D. Neither 1 or 2 is true

Answer: B

Explanation:
Extinction is a concept in behavioral learning that describes what happens when rewards for a certain behavior are withdrawn. This can lead to the behavior being reduced or eliminated over time. However, reconditioning behavior after extinction does not take as long as it did before extinction, as there is still some memory or association of the behavior and the reward.Therefore, only statement 1 is true. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%
20Paper%2013%20-%20v1.0.pdf (page 11)


NEW QUESTION # 99
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. Both 1 and 2 are true
  • B. Only 1 is true
  • C. Neither 1 nor 2 is true
  • D. Only 2 is true

Answer: B

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 # 100
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. Empathy
  • B. Connectivity
  • C. Inclusivity
  • 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 # 101
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