APMG-International Change-Management-Foundation Exam Materials & Free Change-Management-Foundation Brain Dumps

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

Topic	Details
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	Communication in Change Management: This section covers developing a communication strategy
Topic 3	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 4	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 5	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 6	communication methods and channels, and effective messaging for different stakeholder groups.
Topic 7	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 8	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 (Q100-Q105):

NEW QUESTION # 100
Which of the following statements about positive characteristics of an effective change team (Lencioni) are true?
1.Members should be encouraged to draw attention to colleagues' failures to meet commitments
2.Conflict should be avoided to maintain good relationships

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

Answer: D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Patrick Lencioni's Five Dysfunctions of a Team model, referenced in the APMG Change Management Foundation, outlines characteristics of effective teams by identifying dysfunctions to avoid: Absence ofTrust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, and Inattention to Results. Let's analyze each statement against Lencioni's positive traits:
*Statement 1: "Members should be encouraged to draw attention to colleagues' failures to meet commitments"
- This relates to accountability, a positive trait in Lencioni's model. Effective teams hold each other accountable, addressing underperformance constructively to maintain standards. However, the phrasing "draw attention to failures" suggests blame rather than Lencioni's emphasis on supportive, team-focused accountability (e.g., "How can we help you meet this?"). In practice, effective teams discuss commitments openly but not punitively, making this statement misleadingly negative and thus false in the strict context of Lencioni's intent.
*Statement 2: "Conflict should be avoided to maintain good relationships" - This is false. Lencioni argues that avoiding conflict (Fear of Conflict) prevents healthy debate and resolution, weakening team performance.
Effective change teams embrace constructive conflict to challenge ideas and reach better decisions. For example, debating a change strategy's risks ensures a robust plan, whereas avoiding conflict might preserve harmony at the expense of quality.
Since Statement 1 misrepresents accountability's tone and Statement 2 contradicts Lencioni's advocacy for conflict, neither is true. Option D reflects the APMG interpretation of Lencioni's model, where trust, constructive conflict, and mutual accountability define effective teams.

NEW QUESTION # 101
Which action is an appropriate change management response to people in the early stages of a change cure?

A. Delaycommunication until all the details are known
B. Interpret emotions as evidence of poor change management
C. Accept that everyone will eventually work their way through the curve
D. Be clear about the losses that people will experience

Answer: D

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 # 102
According to Tiompenaars and harronden-Turner, which example is a level three basic assumption' expression of culture?

A. Senior management grades are entitled to 'executive' chairs
B. The required behaviors are set out in theemployee'sguide
C. Meeting customer need is more important than profit
D. The team motto is 'to deliver excellent service'

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 # 103
According to Morgan, what metaphor applies to an organization that has structured and tightly-controlled processes?

A. Flux and transformation
B. Brains
C. Machines
D. Political systems

Answer: C

Explanation:
According to Morgan, machines is a metaphor that applies to an organization that has structured and tightly- controlled processes. This metaphor views organizations as rational, efficient, and predictable systems that operate according to predefined rules and procedures. This metaphor emphasizes order, stability, hierarchy, and control.

NEW QUESTION # 104
Which of the following statements about selecting the appropriate communication channels for a change initiative are true?
1.If the aim is to achieve active engagement then rich communication is essential
2.Leaner channels are suitable where there is little chance of misinterpretation

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

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Communication channels in APMG vary by richness (e.g., face-to-face) and leanness (e.g., email). Let's evaluate:
*Statement 1: True. Rich channels (e.g., workshops) foster engagement via interaction. For a complex change, APMG recommends this for buy-in.
*Statement 2: True. Lean channels (e.g., memos) work for clear, simple messages (e.g., a date change).
APMG supports this efficiency.
*Why C: Both align with APMG's channel selection principles.

NEW QUESTION # 105
......

This pdf covers all of the Change-Management-Foundation Exam Questions from the previous exams as well as those that will appear in the upcoming APMG-International Change-Management-Foundation exam. The Change-Management-Foundation PDF exam questions are compiled according to the latest exam syllabus to ensure your success. The APMG-International Change-Management-Foundation PDF exam questions are also printable to make handy notes.

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APMG-INTERNATIONAL CHANGE-MANAGEMENT-FOUNDATION EXAM MATERIALS & FREE CHANGE-MANAGEMENT-FOUNDATION BRAIN DUMPS

APMG-International Change-Management-Foundation Exam Materials & Free Change-Management-Foundation Brain Dumps