Change-Management-Foundation New Dumps & Change-Management-Foundation Reliable Exam Sample

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

Topic	Details
Topic 1	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 2	Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.
Topic 3	Communication in Change Management: This section covers developing a communication strategy
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	Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.

APMG-International Change Management Foundation Exam Sample Questions (Q42-Q47):

NEW QUESTION # 42
Which is an engagement level of Mayfield's stakeholder radar technique?

A. Ideal
B. Required
C. Vital
D. Must have

Answer: C

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%202%20-%20v1.0.pdf (page
11)

NEW QUESTION # 43
Which is a desired characteristic of a vision statement for a change?

A. It is veritable so its achievement can be confirmed
B. Lists all the activities needed to achieve the changes
C. Explains the future organization structure in detail
D. Sets out several promises that may be hard to measure

Answer: A

Explanation:
Explanation
A vision statement for a change is a concise and compelling description of the desired future state that the change aims to achieve. A vision statement should have several characteristics, such as being clear, inspiring, realistic, and verifiable. Being verifiable means that the vision statement can be measured and confirmed when it is achieved. The other options are not desired characteristics of a vision statement, as they are either too detailed, vague, or irrelevant. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 44
Which action is a suitable response when resistance to change is shown through sabotage?

A. Ensure saboteurs are excluded from any involvement with the change
B. Accept that deliberate attempts to undermine change are inevitable
C. Ignore the saboteurs and hope that people will NOT be influenced
D. Allocate important change tasks to the saboteurs

Answer: D

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 # 45
Which of the following statements about the concept of extinction in behavioral learning are true?
Extinction happens when rewards for a certainbehaviorare withdrawn
Reconditioning behavior after extinction takes as long as it did before extinction

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

Answer: B

Explanation:
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 (page 11)

NEW QUESTION # 46
What role in change must promote an idea to potential Sponsors?

A. Sponsor
B. Idea-Generator
C. Change Agent
D. Targets

Answer: A

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 by the change and needs to adopt new behaviors or ways of working.
References: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%
20Sample%20Paper%2017%20-%20v1.0.pdf (page 11)

NEW QUESTION # 47
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Change-Management-Foundation New Dumps & Change-Management-Foundation Reliable Exam Sample

Pass Guaranteed APMG-International - High Hit-Rate Change-Management-Foundation - Change Management Foundation Exam New Dumps

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

APMG-International Change Management Foundation Exam Sample Questions (Q42-Q47):

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