2023 Realistic Change-Management-Foundation Dumps Exam Tips Test Pdf Exam Material
Powerful Change-Management-Foundation PDF Dumps for Change-Management-Foundation Questions
NEW QUESTION # 21
Which advice is given about managing the 'complexresponsive processes' that surround emergent change?
- A. He prepared to spend time addressing every specific issue that anses
- B. Ignore any 'unofficial' discussions between managers and staff
- C. Focus on the main purpose of the change father than specific events
- D. Restrict communications about change to only those who need to know
Answer: C
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 # 22
According to Honey and Munford, which learning style would team BEST through watching a video showinga new being undertaken in the work environment?
- A. Theorist
- B. Activist
- C. Refector
- D. Progmalist
Answer: C
Explanation:
Explanation
Reflectors are people who prefer to learn by observing and thinking about their experiences. They enjoy taking time to consider new information and ideas and tend to be thoughtful and analytical. Watching a video showing a new being undertaken in the work environment would suit their learning style as they can observe how others do it and reflect on the implications and outcomes.
References:
* https://expertprogrammanagement.com/2020/10/honey-and-mumford/
* https://www.simplimba.com/honey-and-mumford-model/
NEW QUESTION # 23
Which statement describes 'shared values' in the McKinsey 7S model?
- A. The ability of employees to perform their roles
- B. The introduction of matrix management
- C. The management style adopted by senior leaders
- D. The attitude of staff toward their work
Answer: D
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 # 24
According to theBechard and Harris change formula' which response will increase an individual's dissatisfaction with the status quo?
- A. Clarify the steps users need to take
- B. Amend performance targets during the change
- C. Focus on the benefits of the change
- D. Communicate the danger of inaction
Answer: D
Explanation:
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 # 25
Which of the following statements about two-way communication are true?
Two way communication is useful for getting important information out quickly to large groups of people Two-way communicationencouragesand increases people's motivation to interact to find out more.
- A. Neither 1 or 2 is true
- B. Only 1 is true
- C. Only 2 is true
- D. Both 1 and 2 are true
Answer: C
Explanation:
Explanation
Two-way communication is a type of communication that allows for feedback, interaction, and dialogue between the sender and the receiver. Two-way communication is useful for engaging stakeholders, building trust and rapport, clarifying expectations, and resolving issues. Two-way communication encourages and increases people's motivation to interact to find out more, as they feel valued and involved in the change.
Therefore, statement 2 is true. However, two-way communication is not useful for getting important information out quickly to large groups of people, as it can be time-consuming, complex, and inconsistent. For this purpose, one-way communication, such as newsletters, emails, or announcements, may be more suitable.
Therefore, statement 1 is not true. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 26
Which approach to fostering engagement and collaboration represents best practice for getting the MOST from social channelsduring change?
- A. Make clear to people what is considered acceptable use of social media
- B. Encourage people to make unrestricted use of social media
- C. Encourage individuals to link workplace social media wit external contacts
- D. Allow people to evolve local rules on how to use social media
Answer: A
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 # 27
What role in change must promote an idea to potential Sponsors?
- A. Sponsor
- B. Idea-Generator
- C. Change Agent
- D. Targets
Answer: C
Explanation:
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 bythe change and needs to adopt new behaviors or ways of working.
References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 28
According to Herzberg's research, which factor leads to high job satisfaction?
- A. Responsibility
- B. Working conditions
- C. Security
- D. Salary
Answer: A
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/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 29
Which action, taken as part of the four-step emergent change process, addresses the currentconsequences of the change not yet being a reality?
- A. Create a vision statement that captures the desired future state
- B. Develop a route-map for implementing the required changes
- C. Capture what people are experiencing in the present state
- D. Identify what people are experiencing once the chances are complete
Answer: C
Explanation:
Explanation
The four-step emergent change process is a tool to facilitate change that emerges from within an organization, rather than being imposed from outside. The four steps are:
* Capture what people are experiencing in the present state
* Identify what people are experiencing once the changes are complete
* Create a vision statement that captures the desired future state
* Develop a route-map for implementing the required changes
Therefore, the action that addresses the current consequences of the change not yet being a reality is to capture what people are experiencing in the present state. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 30
Which action is a suitable response when resistance to change is shown through sabotage?
- A. Allocate important change tasks to the saboteurs
- B. Accept that deliberate attempts to undermine change are inevitable
- C. Ensure saboteurs are excluded from any involvement with the change
- D. Ignore the saboteurs and hope that people will NOT be influenced
Answer: A
Explanation:
Explanation
Resistance to change is a common reaction that occurs when people perceive a threat or loss from the change.
Resistance can be shown in different ways, such as denial, avoidance, passive-aggressive behavior, or sabotage. Sabotage is a deliberate attempt to undermine or obstruct the change. To deal with sabotage, change leaders should try to understand the reasons behind it and address them constructively. One possible action is to allocate important change tasks to the saboteurs, as this can increase their involvement, ownership, and accountability for the change. The other options are not suitable responses, as they either ignore, isolate, or accept the sabotage, which can worsen the situation and damage the change. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 31
Which statement about Senge's system thinking model is correct?
- A. Change can beplanned and implemented using an eight-stage model
- B. Processes in organizations can either support or limit the effectiveness of change
- C. Leadership support is NOT required in the systems thinking model
- D. Change must e driven primary by senior sponsors
Answer: B
Explanation:
Explanation
Senge's system thinking model is a holistic approach to understand how different elements in an organization interact and influence each other. Processes are one of the elements that can either support or limit the effectiveness of change, depending on how they are designed and implemented. The other statements are not correct, as they do not reflect Senge's model. 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. Facilities more creative and innovative thinking amongst members of this stakeholder group
- B. Allow tracking of how the members of this stakeholder group performance against their objectives
- C. Enable a better understanding of the level of influence this stakeholder group has in the organization
- 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
Which is an effect in an organization if the psychological contract between an organization and its staff is broken?
- A. Additional change agents will be need to be appointed
- B. The likelihood of achieving performance targets reduces.
- C. There will be no effect if senior managers maintain discipline
- D. Staff will be more willing to help achieve the outcomes of change
Answer: B
Explanation:
Explanation
The psychological contract is the unwritten and implicit agreement between an organization and its employees, which defines their mutual expectations and obligations. The psychological contract can be broken when either party fails to fulfill their promises or obligations, such as changing the terms and conditions of employment, reducing the benefits or rewards, or violating the trust or respect. When the psychological contract is broken, it can have negative effects on the organization, such as lower employee engagement, commitment, and loyalty; higher turnover, absenteeism, and grievances; and lower productivity, quality, and innovation. Therefore, one of the effects of breaking the psychological contract is that the likelihood of achieving performance targets reduces. The other options are not effects of breaking the psychological contract, but rather causes or consequences of other factors.
NEW QUESTION # 34
Which action is an appropriate change management response to people in the early stages of a change cure?
- A. Accept that everyone will eventually work their way through the curve
- B. Interpret emotions as evidence of poor change management
- C. Be clear about the losses that people will experience
- D. Delaycommunication until all the details are known
Answer: C
Explanation:
Explanation
The change curve is a model that describes the typical emotional stages that people go through when they face a change. The early stages of the change curve are characterized by shock, denial, anger, and frustration. To help people through these stages, change leaders should be clear about the losses that people will experience and acknowledge their feelings and concerns. The other options are not appropriate responses, as they would either ignore or dismiss people's emotions or create more uncertainty and confusion. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
NEW QUESTION # 35
Which workplace provision addresses Maslow's social needs?
- A. Career development opportunities
- B. Generous pensions
- C. Team-building exercises
- D. Job security
Answer: C
Explanation:
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 # 36
According to Glaser and Glaser, which element of team effectives enables team members to help each other address challenges?
- A. Team roles
- B. Team mission, planning and goal setting.
- C. Team operating processes
- D. Team inter-personal relationships
Answer: D
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 # 37
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 like continuity and find ways to avoid change
- D. People pay most attention to facts agree with their current opinions
Answer: D
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 # 38
Which is a correct description of how Tuckman's five phases of team development work in practice?
- A. Once a stage is completed a team never returns to it.
- B. Teams may go backwards or oscillate between the stages
- C. Successful teams always stay in the performing stage
- D. An equal amount of time is spent in each stage
Answer: B
Explanation:
Explanation
Tuckman's five phases of team development are a model that describes how teams evolve and mature over time. The five phases are: forming, storming, norming, performing, and adjourning. In practice, teams may not follow these phases in a linear or sequential way, but may go backwards or oscillate between the stages depending on various factors, such as changes in goals, leadership, membership, or context. Therefore, team leaders and members need to be aware of the current stage of their team and adapt their behaviors and actions accordingly.
References:
* https://www.mindtools.com/pages/article/newLDR_86.htm
* https://www.researchgate.net/publication/235298447_Developmental_Sequence_in_Small_Groups
NEW QUESTION # 39
Which is a benefit of using change agent networks?
- A. They help people keep up to date and involved in the change
- B. They provide reports to management on staff performance
- C. They take charge of defining and appropriate strategy for change
- D. They take accountability for delivering all change objectives within agreed timescales
Answer: A
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 # 40
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. Capture of full list of issues to be resolved before change can start
- C. Provide a detailed schedule of project and their dependencies
- D. Document the set of typically recurring actions that contribute to change readness'
Answer: A
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 # 41
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