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[General] New Change-Management-Foundation Test Blueprint, Most Change-Management-Foundati

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【General】 New Change-Management-Foundation Test Blueprint, Most Change-Management-Foundati

Posted at yesterday 23:36      View：9 | Replies：0        Print      Only Author   [Copy Link] 1#
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Are you racking your brains for a method how to pass APMG-International Change-Management-Foundation exam? APMG-International Change-Management-Foundation certification test is one of the valuable certification in modern IT certification. Within the last few decades, IT got a lot of publicity and it has been a necessary and desirable part of modern life. APMG-International certification has been well recognized by international community. So, most IT people want to improve their knowledge and their skills by APMG-International certification exam. Change-Management-Foundation test is one of the most important exams and the certificate will bring you benefits.
APMG-International Change-Management-Foundation Exam Syllabus Topics:
TopicDetails
Topic 1
  • Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.
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 methods and channels, and effective messaging for different stakeholder groups.
Topic 4
  • Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
Topic 5
  • Communication in Change Management: This section covers developing a communication strategy
Topic 6
  • Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.

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APMG-International Change Management Foundation Exam Sample Questions (Q56-Q61):NEW QUESTION # 56
Which statement describes an advantage of using storylelling to engage people's hearts and mind more fully when communicating change?
  • A. Stories primarily engage rational thought so people logically work out what to do
  • B. Stories engage people by providing detailed plans and timescales for change
  • C. Stories entertain and help people relax, so they can be more positive about the change
  • D. Stories engage people with the challenges ahead and how can be overcome
Answer: A
Explanation:
Storytelling is a technique to communicate change in a way that engages people's hearts and minds more fully. Stories can convey the vision, purpose, and benefits of the change, as well as the challenges ahead and how they can be overcome. Stories can also inspire, motivate, and persuade people to support and participate in the change. Therefore, option C is the best example of an advantage of using storytelling to communicate change. The other options are not advantages, as they either do not reflect the purpose of storytelling or do not engage people's hearts and minds.References: https://apmg-international.com/sites/default/files/Change%
20Management%20Foundation%20Sample%20Paper%2027%20-%20v1.0.pdf (page 11)

NEW QUESTION # 57
According to Glaser and Glaser, which element of team effectives enables team members to help each other address challenges?
  • A. Team mission, planning and goal setting.
  • B. Team inter-personal relationships
  • C. Team operating processes
  • D. Team roles
Answer: C
Explanation:
According to Glaser and Glaser, team effectiveness is influenced by four elements: team mission, planning and goal setting; team roles; team operating processes; and team inter-personal relationships. Team inter- personal relationships refer to the quality of communication, trust, respect, and collaboration among team members. This element enables team members to help each other address challenges, as well as share feedback, ideas, and emotions.References: https://apmg-international.com/sites/default/files/Change%
20Management%20Foundation%20Sample%20Paper%209%20-%20v1.0.pdf (page 11)

NEW QUESTION # 58
Which of the common Agile concepts, behaviours, and techniques delivers a version of a product with just enough features to be usable by early customers who can then provide feedback for future product development?
  • A. Empowerment
  • B. Full transparency
  • C. Minimum viable product
  • D. Self-organised teams
Answer: C

NEW QUESTION # 59
What role in change must promote an idea to potential Sponsors?
  • A. Sponsor
  • B. Change Agent
  • C. Targets
  • D. Idea-Generator
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/s ... ement%20Foundation%
20Sample%20Paper%2017%20-%20v1.0.pdf (page 11)

NEW QUESTION # 60
When assessing the impact and severity of options on how to handle change, not all costs are financial. What type of cost is reflected in the downtime experienced while staff are trained to use a new process or system?
  • A. Safety & Wellbeing
  • B. Productivity dip
  • C. Opportunity
  • D. Reputational
Answer: B
Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation recognizes that change impacts extend beyond financial costs, including non-monetary factors. A "productivity dip" (Option A) refers to the temporary reduction in output or efficiency during a transition, such as when staff are trained on new systems, directly matching the scenario described. Safety & Wellbeing (B) relates to health risks, Reputational (C) to publicperception, and Opportunity (D) to missed alternatives-none of which describe training downtime as precisely as a productivity dip, a common metric in change impact assessments.

NEW QUESTION # 61
......
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