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

Topic	Details
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 Models and Theories: This section discusses Lewin's 3-Stage Model, Kotter's 8-Step Process, ADKAR Model, and Kübler-Ross Change Curve.
Topic 3	Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.
Topic 4	Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
Topic 5	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 6	communication methods and channels, and effective messaging for different stakeholder groups.
Topic 7	Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.
Topic 8	Communication in Change Management: This section covers developing a communication strategy
Topic 9	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 10	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.

APMG-International Change Management Foundation Exam Sample Questions (Q52-Q57):

NEW QUESTION # 52
Which is a benefit of using change agent networks?

A. They provide reports to management on staff performance
B. They take accountability for delivering all change objectives within agreed timescales
C. They take charge of defining and appropriate strategy for change
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 # 53
Which statement describes 'shared values' in the McKinsey 7S model?

A. The management style adopted by senior leaders
B. The ability of employees to perform their roles
C. The introduction of matrix management
D. The attitude of staff toward their work

Answer: D

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%2012%20-%20v1.0.pdf (page 11)

NEW QUESTION # 54
According to the Bechard and Harris change formula' which response will increase an individual's dissatisfaction with the status quo?

A. Amend performance targets during the change
B. Clarify the steps users need to take
C. Communicate the danger of inaction
D. Focus on the benefits of the change

Answer: B

Explanation:
The Beckhard and Harris change formula is a tool to assess the readiness and motivation for change in an organization. The formula states that change will happen when D x V x F > R, where D is dissatisfaction with the status quo, V is vision of the desired future state, F is first steps or action plan for the change, and R is resistance to change. To increase an individual's dissatisfaction with the status quo, one possible action is to communicate the danger of inaction, such as the risks, threats, or losses that may occur if no change is made.
This can create a sense of urgency and need for change among the individual. The other options are not actions that will increase dissatisfaction with the status quo, but rather actions that will address other factors in the formula.

NEW QUESTION # 55
Which statement describes 'confirmation bias'?

A. People allow their ideas to be shaped by what most other people are starting to believe
B. People assume that information that is easy to access will be the most important
C. People pay most attention to facts agree with their current opinions
D. People like continuity and find ways to avoid change

Answer: C

Explanation:
Explanation
Confirmation bias is a cognitive bias that causes people to pay more attention to facts that agree with their current opinions and ignore or discount facts that contradict them. Confirmation bias can affect how people perceive, interpret, and remember information, as well as how they make decisions and judgments.
Confirmation bias can hinder learning and change, as people may resist or reject new information that challenges their existing beliefs or assumptions.
References:
* https://www.mindtools.com/pages/article/avoiding-psychological-bias.htm#confirmationbias
* https://www.psychologytoday.com/us/basics/confirmation-bias

NEW QUESTION # 56
Which workplace provision addresses Maslow's social needs?

A. Job security
B. Career development opportunities
C. Generous pensions
D. Team-building exercises

Answer: B

Explanation:
Maslow's hierarchy of needs is a theory that explains how people are motivated by different levels of needs.
The theory proposes five levels of needs: physiological, safety, social, esteem, and self-actualization. Social needs are the third level of needs, which refer to the need for belonging, love, and friendship. Team-building exercises are a type of workplace provision that addresses Maslow's social needs, as they help to create a sense of community, trust, and cooperation among employees. The other options are workplace provisions that address other levels of needs, such as physiological (generous pensions), safety (job security), or esteem (career development opportunities)

NEW QUESTION # 57
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