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| Topic |
Details |
| 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.
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| Topic 2 |
- Communication in Change Management: This section covers developing a communication strategy
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| Topic 3 |
- Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
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| Topic 4 |
- Change Management Models and Theories: This section discusses and Kübler-Ross Change Curve.
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| Topic 5 |
- 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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| Topic 6 |
- communication methods and channels, and effective messaging for different stakeholder groups.
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| Topic 7 |
- 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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| Topic 8 |
- Introduction to Change Management: ThiLewin's 3-Stage Model, Kotter's 8-Step Process, ADKAR Model, s section covers the definition and importance of change management, types of organizational change, and the role of change managers.
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APMG-International Change Management Foundation Exam Sample Questions (Q12-Q17):
NEW QUESTION # 12
Which is an engagement level of Mayfield's stakeholder radar technique?
- A. Ideal
- B. Vital
- C. Required
- D. Must have
Answer: C
Explanation:
Explanation
Mayfield's stakeholder radar technique identifies four levels of engagement for stakeholders: required, desired, actual, and planned. The required level of engagement is the minimum level that is necessary for the stakeholder to support the change or at least not resist it. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 13
Which is a correct description of how Tuckman's five phases of team development work in practice?
- A. Once a stage is completed a team never returns to it.
- B. An equal amount of time is spent in each stage
- C. Successful teams always stay in the performing stage
- D. Teams may go backwards or oscillate between the stages
Answer: A
Explanation:
Tuckman's five phases of team development are a model that describes how teams evolve and mature over time. The five phases are: forming, storming, norming, performing, and adjourning. In practice, teams may not follow these phases in a linear or sequential way, but may go backwards or oscillate between the stages depending on various factors, such as changes in goals, leadership, membership, or context. Therefore, team leaders and members need to be aware of the current stage of their team and adapt their behaviors and actions accordingly.
NEW QUESTION # 14
Which of the following statements about the change severity assessment 'environment' impact are true?
The amount of other activity happening at the same time as the charge is a factor The common values and behaviors in the organization is a factor.
- A. Neither 1 or 2 is true
- B. Only 2 is true
- C. Only1 is true
- D. Both 1 and Z are true
Answer: D
Explanation:
The change severity assessment is a tool to evaluate the impact of a change on different dimensions, such as environment, organization, individuals, and project. The environment dimension considers the external and internal factors that affect the change, such as market conditions, competitors, regulations, culture, values, and behaviors. The amount of other activity happening at the same time as the change and the common values and behaviors in the organization are both factors that belong to the environment dimension.References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%
20Paper%208%20-%20v1.0.pdf (page 11)
NEW QUESTION # 15
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. Concentrate on the emotional content of issues
- C. Be clear about the scope of the change
- D. Look for quick successes to announce
Answer: B
Explanation:
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.
References:
* https://www.mindtools.com/pages/article/bridges-transition-model.htm
* https://www.wmbridges.com/about/what-is-transition/
NEW QUESTION # 16
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. Neither 1 or 2 is true
- B. Only 2 is true
- C. Both 1 and 2 are true
- D. Only 1 is true
Answer: D
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 # 17
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