EXAM CHANGE-MANAGEMENT-FOUNDATION SIMULATIONS | BRAINDUMPS CHANGE-MANAGEMENT-FOUNDATION TORRENT

Exam Change-Management-Foundation Simulations | Braindumps Change-Management-Foundation Torrent

Exam Change-Management-Foundation Simulations | Braindumps Change-Management-Foundation Torrent

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Tags: Exam Change-Management-Foundation Simulations, Braindumps Change-Management-Foundation Torrent, Test Change-Management-Foundation Questions Fee, Dumps Change-Management-Foundation Collection, Reliable Study Change-Management-Foundation Questions

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

TopicDetails
Topic 1
  • 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 2
  • Communication in Change Management: This section covers developing a communication strategy
Topic 3
  • Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.
Topic 4
  • 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 5
  • communication methods and channels, and effective messaging for different stakeholder groups.
Topic 6
  • 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 7
  • 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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APMG-International Change Management Foundation Exam Sample Questions (Q44-Q49):

NEW QUESTION # 44
Which is a desired characteristic of a vision statement for a change?

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

Answer: D

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%2014%20-%20v1.0.pdf (page 11)


NEW QUESTION # 45
Which of the following is an important way a change manager supports sponsors in their role?

  • A. Prepare the change vision for them
  • B. Gain the commitment of other executive leaders
  • C. Protect them from the demands of line leaders
  • D. Offer them feedback and coaching

Answer: D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Change managers in APMG coach sponsors (e.g., on communication), not define vision (sponsor's role) or shield them-Option C is key support.


NEW QUESTION # 46
Which of the following statements about diverse teams are true?
1.Quicker to make decisions than teams of 'similars'
2.Members understand each other immediately

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

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation materials discuss diverse teams in the context of team dynamics and effectiveness. Statement 1 ("Quicker to make decisions than teams of 'similars'") is false because diverse teams, while often more creative and thorough, typically take longer to reach decisions due to differing perspectives requiring reconciliation. Statement 2 ("Members understand each other immediately") is also false, as diversity in backgrounds, experiences, and viewpoints often leads to initial misunderstandings that require time and effort to overcome. Diverse teams excel in innovation and problem-solving but not in speed or instant mutual understanding, making neither statement true.


NEW QUESTION # 47
Which of the following is a purpose of creating a change management plan when preparing for change?

  • A. Record a list of all the change risks and the responsive actions required.
  • B. Document the set of typically recurring actions that contribute to change readness'
  • C. Capture of full list of issues to be resolved before change can start
  • D. Provide a detailed schedule of project and their dependencies

Answer: A

Explanation:
One of the purposes of creating a change management plan when preparing for change is to record a list of all the change risks and the responsive actions required. This helps to identify potential threats and opportunities for the change and plan how to mitigate or exploit them. The other options are not purposes of a change management plan, but rather outcomes or inputs of other processes or activities.References: https://apmg- international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%205%20-
%20v1.0.pdf (page 11)


NEW QUESTION # 48
Which of the following statements about building and maintaining engagement throughout change are true?
1.Engaging people in change is simple and routine
2.A simple formula can be applied for all change situations

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

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Engagement is a complex, dynamic process in the APMG Change Management Foundation, requiring tailored strategies. Let's dissect each statement with extensive reasoning:
*Statement 1: "Engaging people in change is simple and routine" - This is false. The framework stresses that engagement varies by context, stakeholder needs, and change type. For example, engaging a small team in a process tweak differs vastly from a company-wide cultural shift. Emotional reactions, resistance, and diverse motivations make it neither simple nor routine-requiring effort, empathy, and adaptability.
*Statement 2: "A simple formula can be applied for all change situations" - This is also false. While principles like Transparency or Dialogue provide guidance, the APMG materials emphasize that no one-size-fits-all formula exists. A top-down announcement might work for a policy update but fail for a system overhaul needing hands-on involvement. Complexity and uniqueness of each change defy a universal approach.
Both statements oversimplify engagement, contradicting the APMG view that it's a nuanced, situation- specific challenge. Option D is correct, as neither holds true given the framework's focus on flexibility and depth in stakeholder engagement.


NEW QUESTION # 49
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