LATEST CHANGE-MANAGEMENT-FOUNDATION BRAINDUMPS PDF & REAL CHANGE-MANAGEMENT-FOUNDATION EXAM ANSWERS

Latest Change-Management-Foundation Braindumps Pdf & Real Change-Management-Foundation Exam Answers

Latest Change-Management-Foundation Braindumps Pdf & Real Change-Management-Foundation Exam Answers

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

TopicDetails
Topic 1
  • Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.
Topic 2
  • 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 3
  • Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
Topic 4
  • 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 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
  • Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.

APMG-International Change Management Foundation Exam Sample Questions (Q59-Q64):

NEW QUESTION # 59
Which is a factor used in the 'change formula' (Beckhard and Harris)?

  • A. Expected return on investment and benefits
  • B. Elapsed time it will take to achieve the change
  • C. Level of dissatisfaction with the status quo
  • D. The quality of the leadership

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The Beckhard and Harris Change Formula (D x V x F > R) in APMG drives motivation. Only A (Dissatisfaction) is a factor-others are external considerations, not formula components.


NEW QUESTION # 60
Which MNTI preference is characterized by being spontaneous and disliking detailed plans?

  • A. Intuition
  • B. Feeling
  • C. Introvert
  • D. Perceiving

Answer: D

Explanation:
According to the Myers-Briggs Type Indicator (MBTI), perceiving is one of the four preference pairs that describe how people interact with the world and make decisions. Perceiving refers to preferring to keep options open, being spontaneous, and disliking detailed plans. The other options are not preferences, but dimensions of preferences. Intuition and feeling are opposite to sensing and thinking, respectively, while introvert is opposite to extrovert.References: https://apmg-international.com/sites/default/files/Change%
20Management%20Foundation%20Sample%20Paper%2011%20-%20v1.0.pdf (page 11)


NEW QUESTION # 61
According to the brain science of resistance, which of the key neural factors is an example of a fixed mindset?

  • A. Routine seeking
  • B. Emotional reaction to forced change
  • C. Cognitive rigidity
  • D. Short-term focus

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation integrates neuroscience to explain resistance, including factors like those listed. A fixed mindset (per Carol Dweck) resists growth or change, believing abilities are static.
Let's analyze each option in this context:
*Option A: "Routine seeking" - This reflects a preference for familiarity, a common resistance trigger (e.g., preferring old processes). While linked to comfort, it's not inherently a fixed mindset but a behavioral tendency, so it's not the best fit.
*Option B: "Emotional reaction to forced change" - This is a threat response (e.g., fear from SCARF's Certainty domain), driving resistance emotionally. It's situational, not a mindset, making it incorrect.
*Option C: "Cognitive rigidity" - This is the correct answer. Cognitive rigidity is the inability or unwillingness to adapt thinking, a hallmark of a fixed mindset. For example, someone insisting "This is how we've always done it" resists new learning, aligning with neuroscience on inflexible neural patterns and the APMG's focus on mindset barriers.
*Option D: "Short-term focus" - This prioritizes immediate results over long-term gains, a resistance factor, but it's a strategic choice, not a fixed mindset.
Option C best exemplifies a fixed mindset, as it directly ties to the neuroscience of entrenched thinking patterns that hinder change acceptance, a key resistance driver in the framework.


NEW QUESTION # 62
Which of the following statements about a 'Force Field Analysis' are true?
1.It can reveal both barriers to overcome and possible sources of resistance
2.It should be created independently by the change manager

  • A. Neither 1 nor 2 is true
  • B. Only 2 is true
  • C. Both 1 and 2 are true
  • D. Only 1 is true

Answer: D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Force Field Analysis in APMG identifies driving/restraining forces (1-true), but requires collaboration, not solo creation (2-false). A is correct.


NEW QUESTION # 63
Which action, taken as part of the four-step emergent change process, addresses the current consequences of the change not yet being a reality?

  • A. Capture what people are experiencing in the present state
  • B. Create a vision statement that captures the desired future state
  • C. Identify what people are experiencing once the chances are complete
  • D. Develop a route-map for implementing the required changes

Answer: D

Explanation:
The four-step emergent change process is a tool to facilitate change that emerges from within an organization, rather than being imposed from outside. The four steps are:
* Capture what people are experiencing in the present state
* Identify what people are experiencing once the changes are complete
* Create a vision statement that captures the desired future state
* Develop a route-map for implementing the required changes
Therefore, the action that addresses the current consequences of the change not yet being a reality is to capture what people are experiencing in the present state.References: https://apmg-international.com/sites
/default/files/Change%20Management%20Foundation%20Sample%20Paper%2022%20-%20v1.0.pdf (page
11)


NEW QUESTION # 64
......

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