[Nov 23, 2023] Change-Management-Foundation Exam Dumps - 100% Marks In Change-Management-Foundation Exam!
Exam Dumps Use Real Change Management Dumps With 52 Questions!
NEW QUESTION # 31
Which is a desired characteristic of a vision statement for a change?
- A. It is veritable so its achievement can be confirmed
- B. Sets out several promises that may be hard to measure
- C. Explains the future organization structure in detail
- D. Lists all the activities needed to achieve the changes
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 # 32
Which advantage relates to using a Persona to understand a stakeholder group?
- A. Enable a better understanding of the level of influence this stakeholder group has in the organization
- B. Facilities more creative and innovative thinking amongst members of this stakeholder group
- C. Allow tracking of how the members of this stakeholder group performance against their objectives
- D. Allow checking of proposed solutions against this Persona to ensure solutions provide what is needed
Answer: D
Explanation:
Explanation
A Persona is a fictional representation of a typical member of a stakeholder group, based on real data and insights. A Persona can help to understand the needs, goals, motivations, and challenges of a stakeholder group, as well as their attitudes and behaviors towards a change. One advantage of using a Persona is that it allows checking of proposed solutions against this Persona to ensure solutions provide what is needed and address any potential issues or concerns.
References:
* https://apmg-international.com/files/document/change-management-foundation-online-brochure
* https://www.mindtools.com/pages/article/personas.htm
NEW QUESTION # 33
According to Tiompenaars and harronden-Turner, which example is a level three basic assumption' expression of culture?
- A. The team motto is 'to deliver excellent service'
- B. Senior management grades are entitled to 'executive' chairs
- C. Meeting customer need is more important than profit
- D. The required behaviors are set out in theemployee'sguide
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 # 34
Which is a benefit of using change agent networks?
- A. They provide reports to management on staff performance
- B. They take charge of defining and appropriate strategy for change
- C. They take accountability for delivering all change objectives within agreed timescales
- D. They help people keep up to date and involved in the change
Answer: D
Explanation:
Explanation
Change agent networks are groups of people who act as advocates, champions, or ambassadors for a change within an organization. They can help to communicate, implement, and sustain the change at different levels and locations. One of the benefits of using change agent networks is that they help people keep up to date and involved in the change, as they provide information, feedback, support, and guidance throughout the change process. The other options are not benefits of using change agent networks, as they either imply different roles or responsibilities for the change agent networks or are not relevant to their function. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 35
What step in Kotter's model for planning and leading organizational change focuses on setting up the leadership team to drive the change?
- A. Generating short-term wins
- B. Communicating the change vision
- C. Creating the guiding coalition
- D. Empowering employees for broad-based action
Answer: C
Explanation:
Explanation
Kotter's model for planning and leading organizational change is an eight-step model that describes how to initiate and sustain a successful change. The eight steps are:
* Establishing a sense of urgency
* Creating the guiding coalition
* Developing a vision and strategy
* Communicating the change vision
* Empowering employees for broad-based action
* Generating short-term wins
* Consolidating gains and producing more change
* Anchoring new approaches in the culture
Therefore, the step that focuses on setting up the leadership team to drive the change is creating the guiding coalition. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 36
Which management approach is recommended to help people through the'endings'phase of Bridges model of human transition?
- A. Look for quick successes to announce
- B. Be clear about the scope of the change
- C. Encourage people to turn their backs on the past
- D. Concentrate on the emotional content of issues
Answer: D
Explanation:
Explanation
Bridges model of human transition is a framework that describes how people experience and cope with change. The model consists of three phases: endings, neutral zone, and new beginnings. The endings phase is when people have to let go of the old situation and deal with the loss and uncertainty that comes with change.
The recommended management approach to help people through this phase is to concentrate on the emotional content of issues, that is, to acknowledge and address the feelings and reactions that people have, such as anger, denial, or sadness. This can help people to accept the change and move on to the next phase.
References:
* https://www.mindtools.com/pages/article/bridges-transition-model.htm
* https://www.wmbridges.com/about/what-is-transition/
NEW QUESTION # 37
Which statement describes 'shared values' in the McKinsey 7S model?
- A. The management style adopted by senior leaders
- B. The attitude of staff toward their work
- C. The introduction of matrix management
- D. The ability of employees to perform their roles
Answer: B
Explanation:
Explanation
The McKinsey 7S model is a framework to analyze and improve organizational performance and effectiveness. The model consists of seven interrelated elements: strategy, structure, systems, shared values, skills, style, and staff. Shared values refer to the core values and beliefs that guide the organization's vision, mission, and culture. The attitude of staff toward their work is an example of shared values. The other options are examples of other elements in the model. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 38
When holding a facilitated workshop to identify stakeholders for a change, which technique is the MOST useful for capturing this information?
- A. Stakeholder Radar
- B. Mindmapping
- C. Personas
- D. Empathay maps
Answer: B
Explanation:
Explanation
Mindmapping is a technique that is most useful for capturing information when holding a facilitated workshop to identify stakeholders for a change. Mindmapping is a visual way of organizing and presenting information that allows participants to brainstorm ideas, identify connections, and group similar stakeholders together.
Mindmapping can help to create a comprehensive and clear picture of all the stakeholders involved in a change initiative.
References:
* https://apmg-international.com/files/document/change-management-foundation-online-brochure
* https://www.mindtools.com/pages/article/newISS_01.htm
NEW QUESTION # 39
According to Schein, which approach would decrease learning anxiety?
- A. Creating a sense that the organization might fail if the change is NOT made.
- B. Penalising staff who make mistakes
- C. Reminding the stakeholders of all the times they have failed to change
- D. Encourage staff to try new things
Answer: D
Explanation:
Explanation
According to Schein, learning anxiety is the fear or discomfort that people experience when they are asked to learn something new or change their behavior. To decrease learning anxiety, change leaders should create psychological safety, which is the sense of trust and support that people feel when they are learning or changing. One way to create psychological safety is to encourage staff to try new things and experiment without fear of failure or punishment. The other options would increase learning anxiety, as they would create more pressure, stress, and negativity for the staff. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 40
According to Glaser and Glaser, which element of team effectives enables team members to help each other address challenges?
- A. Team inter-personal relationships
- B. Team roles
- C. Team mission, planning and goal setting.
- D. Team operating processes
Answer: A
Explanation:
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 (page 11)
NEW QUESTION # 41
Which advice is given about managing the 'complexresponsive processes' that surround emergent change?
- A. Restrict communications about change to only those who need to know
- B. Focus on the main purpose of the change father than specific events
- C. He prepared to spend time addressing every specific issue that anses
- D. Ignore any 'unofficial' discussions between managers and staff
Answer: B
Explanation:
Explanation
Emergent change is a type of change that arises from within an organization, rather than being imposed from outside. Emergent change is influenced by complex responsive processes, which are the patterns of interaction and communication that occur among people in an organization. To manage these processes, change leaders should focus on the main purpose of the change rather than specific events, as this helps to create a shared vision and direction for the change. The other options are not good advice for managing complex responsive processes, as they either ignore, restrict, or overreact to them, which can hinder the emergence and adaptation of the change. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 42
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. Only 2 is true
- B. Both 1 and 2 are true
- C. Only 1 is true
- D. Neither 1 or 2 is true
Answer: C
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 # 43
What is the First step of Kotter's eight-step model for planning and leading organizational change?
- A. Generating short term wins
- B. Communicating the change vision
- C. Establishing a sense of urgency
- D. Empowering employees for broad-based action
Answer: C
Explanation:
Explanation
Kotter's model for planning and leading organizational change is an eight-step model that describes how to initiate and sustain a successful change. The eight steps are:
* Establishing a sense of urgency
* Creating the guiding coalition
* Developing a vision and strategy
* Communicating the change vision
* Empowering employees for broad-based action
* Generating short-term wins
* Consolidating gains and producing more change
* Anchoring new approaches in the culture
Therefore, the first step of Kotter's model is establishing a sense of urgency.
NEW QUESTION # 44
Which approach to fostering engagement and collaboration represents best practice for getting the MOST from social channelsduring change?
- A. Encourage people to make unrestricted use of social media
- B. Encourage individuals to link workplace social media wit external contacts
- C. Make clear to people what is considered acceptable use of social media
- D. Allow people to evolve local rules on how to use social media
Answer: C
Explanation:
Explanation
Social media is a type of communication channel that allows for online interaction and collaboration among people. Social media can be used to foster engagement and collaboration during change, as it can provide information, feedback, support, and innovation. However, social media also poses some challenges and risks, such as misinformation, distraction, or conflict. Therefore, the best practice for getting the most from social channels during change is to make clear to people what is considered acceptable use of social media, such as the purpose, tone, frequency, and content of the messages. The other options are not best practices, as they either encourage unrestricted or restricted use of social media, which can have negative consequences for the change.
NEW QUESTION # 45
Which of the following is a purpose of creating a change management plan when preparing for change?
- A. Document the set of typically recurring actions that contribute to change readness'
- B. Record a list of all the change risks and the responsive actions required.
- 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: B
Explanation:
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 (page 11)
NEW QUESTION # 46
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