2024 Correct and Up-to-date APMG-International Change-Management-Foundation BrainDumps
Current Change-Management-Foundation dumps Preparation through Our Practice Test
NEW QUESTION # 29
Which action is an appropriate change management response to people in the early stages of a change cure?
- A. Interpret emotions as evidence of poor change management
- B. Delaycommunication until all the details are known
- C. Be clear about the losses that people will experience
- D. Accept that everyone will eventually work their way through the curve
Answer: C
Explanation:
Explanation
The change curve is a model that describes the typical emotional stages that people go through when they face a change. The early stages of the change curve are characterized by shock, denial, anger, and frustration. To help people through these stages, change leaders should be clear about the losses that people will experience and acknowledge their feelings and concerns. The other options are not appropriate responses, as they would either ignore or dismiss people's emotions or create more uncertainty and confusion. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 30
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. The team motto is 'to deliver excellent service'
- C. Meeting customer need is more important than profit
- D. Senior management grades are entitled to 'executive' chairs
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 # 31
When starting to identify the impacts of a change initiative, which description BEST fits one of the recommended key inputs?
- A. An organization chart showing senior positions in the new structure
- B. A statement of the differences between the current and future states
- C. An assessment of where people are on the change curve
- D. The planned frequency of staff engagement surveys
Answer: B
Explanation:
Explanation
When starting to identify the impacts of a change initiative, one of the recommended key inputs is a statement of the differences between the current and future states. This helps to define the scope, scale, and nature of the change, as well as the gaps and opportunities that need to be addressed. The other options are not key inputs for identifying the impacts of a change initiative, but rather outcomes or activities of other processes or stages in the change process. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 32
According to Schein, which approach would decrease learning anxiety?
- A. Encourage staff to try new things
- B. Reminding the stakeholders of all the times they have failed to change
- C. Penalising staff who make mistakes
- D. Creating a sense that the organization might fail if the change is NOT made.
Answer: A
Explanation:
Explanation
According to Schein, learning anxiety is the fear or discomfort that people experience when they are asked to learn something new or change their behavior. To decrease learning anxiety, change leaders should create psychological safety, which is the sense of trust and support that people feel when they are learning or changing. One way to create psychological safety is to encourage staff to try new things and experiment without fear of failure or punishment. The other options would increase learning anxiety, as they would create more pressure, stress, and negativity for the staff. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 33
What step in Kotter's model for planning and leading organizational change focuses on setting up the leadership team to drive the change?
- A. Generating short-term wins
- B. Empowering employees for broad-based action
- C. Creating the guiding coalition
- D. Communicating the change vision
Answer: C
Explanation:
Explanation
Kotter's model for planning and leading organizational change is an eight-step model that describes how to initiate and sustain a successful change. The eight steps are:
* Establishing a sense of urgency
* Creating the guiding coalition
* Developing a vision and strategy
* Communicating the change vision
* Empowering employees for broad-based action
* Generating short-term wins
* Consolidating gains and producing more change
* Anchoring new approaches in the culture
Therefore, the step that focuses on setting up the leadership team to drive the change is creating the guiding coalition. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 34
When comparing 'lean' and 'rich' communication channels, which of the following statements about a 'rich' communication channelistrue?
A 'rich' channel allows for conversation a quick response, and the chance for interaction.
A 'rich' channel conveys non-verbal cues, suchas emotion and feelings, tone or gestures.
- 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: A
Explanation:
Explanation
Communication channels can be classified as lean or rich, depending on the amount and quality of information they can convey. A rich communication channel allows for conversation, a quick response, and the chance for interaction, as well as conveys non-verbal cues, such as emotion and feelings, tone or gestures. Examples of rich communication channels are face-to-face meetings, video calls, or phone calls. Therefore, both statements
1 and 2 are true. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 35
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 initiatives affecting a specific stakeholder category
- B. The number of change agents required to support the change
- C. The proportion of a given stakeholder group that are impacted by a change
- D. The probability of unintended consequences affecting a stakeholder group
Answer: C
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 # 36
When change takes a long time to embed, which is the MOST likely stakeholder response that may affect its momentum?
- A. Redefine the changes to suite then better
- B. Complain to senior management that change is being badly managed
- C. Withdraw attraction and focus on day to day tasks
- D. Change work priorities to devote more time to change
Answer: C
Explanation:
Explanation
When change takes a long time to embed, stakeholders may lose interest, enthusiasm, or commitment to the change. They may withdraw attention and focus on day to day tasks, as they feel that the change is not relevant, urgent, or beneficial for them. This may affect the momentum and success of the change. Therefore, option B is the most likely stakeholder response that may occur in this situation. The other options are less likely, as they either imply more involvement, effort, or feedback from the stakeholders. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 37
Which item should be included within the communication plan?
- A. The expected benefits of implementing a change
- B. The reasons behind change initiative and the priorities for implementation
- C. Details on what preparations have the completed prior to a change
- D. How the results of a communication activity will be monitored and evaluated
Answer: D
Explanation:
Explanation
A communication plan is a document that outlines the objectives, strategies, tactics, channels, audiences, messages, and metrics for communicating about a change initiative. One of the essential items that should be included in a communication plan is how the results of a communication activity will be monitored and evaluated. This involves defining the criteria and methods for measuring the effectiveness and impact of the communication activities, such as feedback surveys, focus groups, analytics, or indicators of awareness, understanding, and support for the change.
References:
* https://www.yourthoughtpartner.com/blog/change-management-communication
* https://www.prosci.com/resources/articles/communications-checklist-for-change-management
NEW QUESTION # 38
WhichMBTIpreference would bring a rational approach to selecting an outcome?
- A. Feeling
- B. Thinking
- C. Perceiving
- D. Introvert
Answer: B
Explanation:
Explanation
According to the Myers-Briggs Type Indicator (MBTI), thinking is one of the four preference pairs that describe how people interact with the world and make decisions. Thinking refers to preferring to use logic, analysis, and objective criteria to select an outcome. The other options are not preferences, but dimensions of preferences. Introvert and perceiving are opposite to extrovert and judging, respectively, while feeling is opposite to thinking. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 39
Which action is a suitable response when resistance to change is shown through sabotage?
- A. Accept that deliberate attempts to undermine change are inevitable
- B. Allocate important change tasks to the saboteurs
- C. Ensure saboteurs are excluded from any involvement with the change
- D. Ignore the saboteurs and hope that people will NOT be influenced
Answer: B
Explanation:
Explanation
Resistance to change is a common reaction that occurs when people perceive a threat or loss from the change.
Resistance can be shown in different ways, such as denial, avoidance, passive-aggressive behavior, or sabotage. Sabotage is a deliberate attempt to undermine or obstruct the change. To deal with sabotage, change leaders should try to understand the reasons behind it and address them constructively. One possible action is to allocate important change tasks to the saboteurs, as this can increase their involvement, ownership, and accountability for the change. The other options are not suitable responses, as they either ignore, isolate, or accept the sabotage, which can worsen the situation and damage the change. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 40
What stage immediately follows the reflective observation' stage, described in Kolb's learning cycle?
- A. Concrete experience
- B. Practical experimentation
- C. No other stage follows reflective observation
- D. Abstract conceptualization
Answer: D
Explanation:
Explanation
Kolb's learning cycle is a model that describes how people learn from experience. The model consists of four stages: concrete experience, reflective observation, abstract conceptualization, and active experimentation.
Concrete experience is when people have a direct involvement in a situation or activity. Reflective observation is when people review and reflect on what they have done and observed. Abstract conceptualization is when people draw conclusions and form generalizations from their reflections. Active experimentation is when people apply their learning to new situations or modify their behavior accordingly. Therefore, the stage that immediately follows the reflective observation stage is abstract conceptualization. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 41
According to theBechard and Harris change formula' which response will increase an individual's dissatisfaction with the status quo?
- A. Clarify the steps users need to take
- B. Communicate the danger of inaction
- C. Amend performance targets during the change
- D. Focus on the benefits of the change
Answer: B
Explanation:
Explanation
The Beckhard and Harris change formula is a tool to assess the readiness and motivation for change in an organization. The formula states that change will happen when D x V x F > R, where D is dissatisfaction with the status quo, V is vision of the desired future state, F is first steps or action plan for the change, and R is resistance to change. To increase an individual's dissatisfaction with the status quo, one possible action is to communicate the danger of inaction, such as the risks, threats, or losses that may occur if no change is made.
This can create a sense of urgency and need for change among the individual. The other options are not actions that will increase dissatisfaction with the status quo, but rather actions that will address other factors in the formula.
NEW QUESTION # 42
Which statement describes 'shared values' in the McKinsey 7S model?
- A. The ability of employees to perform their roles
- B. The management style adopted by senior leaders
- C. The introduction of matrix management
- D. The attitude of staff toward their work
Answer: D
Explanation:
Explanation
The McKinsey 7S model is a framework to analyze and improve organizational performance and effectiveness. The model consists of seven interrelated elements: strategy, structure, systems, shared values, skills, style, and staff. Shared values refer to the core values and beliefs that guide the organization's vision, mission, and culture. The attitude of staff toward their work is an example of shared values. The other options are examples of other elements in the model. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 43
What role in change must promote an idea to potential Sponsors?
- A. Idea-Generator
- B. Sponsor
- C. Change Agent
- D. Targets
Answer: C
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. Idea-Generator is the role that identifies the need for change and proposes a solution. Sponsor is the role that authorizes and funds the change. Change Agent is the role that promotes an idea to potential Sponsors and implements the change once it is approved.
Target is the role that is affected bythe change and needs to adopt new behaviors or ways of working.
References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 44
......
100% Reliable Microsoft Change-Management-Foundation Exam Dumps Test Pdf Exam Material: https://examtorrent.actualcollection.com/Change-Management-Foundation-exam-questions.html