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[Hardware] Reliable Change-Management-Foundation Test Labs, Test Change-Management-Foundati

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【Hardware】 Reliable Change-Management-Foundation Test Labs, Test Change-Management-Foundati

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APMG-International Change-Management-Foundation Exam Syllabus Topics:
TopicDetails
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
  • Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
Topic 4
  • Communication in Change Management: This section covers developing a communication strategy
Topic 5
  • Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.
Topic 6
  • 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 7
  • Change Management Models and Theories: This section discusses 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 (Q84-Q89):NEW QUESTION # 84
Which of the following statements about neuroscience research, relevant to helping people learn and embrace change, are true?
Following moments of insight, offer supportive feedback
Positive informative talks from experts
  • A. Only 2 is true
  • B. Neither 1 nor 2 is true
  • C. Both 1 and 2 are true
  • D. Only 1 is true
Answer: D
Explanation:
Comprehensive and Detailed In-Depth Explanation:
Neuroscience insights in the APMG Change Management Foundation highlight how the brain learns during change. Statement 1 ("Following moments of insight, offer supportive feedback") is true, as research (e.g., Rock's AGES model) shows that reinforcing insights with feedback strengthens neural pathways, aiding learning. Statement 2 ("Positive informative talks from experts") lacks specific neuroscience backing in this context; while informative, it's not highlighted as a key learning enhancer compared to feedback after insight.
Thus, only Statement 1 is true.

NEW QUESTION # 85
According to Morgan, what metaphor applies to an organization that has structured and tightly-controlled processes?
  • A. Machines
  • B. Flux and transformation
  • C. Brains
  • D. Political systems
Answer: A
Explanation:
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.
References:
* https://www.mindtools.com/pages/article/newSTR_90.htm
* https://www.researchgate.net/pub ... ges_of_Organization

NEW QUESTION # 86
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. Neither 1 nor 2 is true
  • C. Only 1 is true
  • D. Both 1 and 2 are true
Answer: B
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 # 87
According to Herzberg's research, which factor leads to high job satisfaction?
  • A. Security
  • B. Responsibility
  • C. Working conditions
  • D. Salary
Answer: B
Explanation:
Explanation
According to Herzberg's research, job satisfaction and dissatisfaction are influenced by two different sets of factors: motivators and hygiene factors. Motivators are factors that lead to high job satisfaction and motivation, such as achievement, recognition, responsibility, advancement, and growth. Hygiene factors are factors that do not cause satisfaction, but can cause dissatisfaction if they are absent or inadequate, such as working conditions, salary, security, and supervision. Therefore, responsibility is a motivator that leads to high job satisfaction. References:
https://apmg-international.com/s ... on%20Sample%20Paper (page 11)

NEW QUESTION # 88
When change takes a long time to embed, which is the MOST likely stakeholder response that may affect its momentum?
  • A. Change work priorities to devote more time to change
  • B. Withdraw attraction and focus on day to day tasks
  • C. Complain to senior management that change is being badly managed
  • D. Redefine the changes to suite then better
Answer: B
Explanation:
When change takes a long time to embed, stakeholders may lose interest, enthusiasm, or commitment to the change. They may withdraw attention and focus on day to day tasks, as they feel that the change is not relevant, urgent, or beneficial for them. This may affect the momentum and success of the change. Therefore, option B is the most likely stakeholder response that may occur in this situation. The other options are less likely, as they either imply more involvement, effort, or feedback from the stakeholders.References:
https://apmg-international.com/s ... oundation%20Sample%
20Paper%2024%20-%20v1.0.pdf (page 11)

NEW QUESTION # 89
......
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