APMG International CHANGE-MANAGEMENT-FOUNDATION Online Practice Questions and Exam Preparation

APMG International CHANGE-MANAGEMENT-FOUNDATION Online Questions & Answers

• Question 1:

  Which action is a suitable response when resistance to change is shown through sabotage?

  A. Allocate important change tasks to the saboteurs
  B. Ensure saboteurs are excluded from any involvement with the change
  C. Ignore the saboteurs and hope that people will NOT be influenced
  D. Accept that deliberate attempts to undermine change are inevitable
  A. Allocate important change tasks to the saboteurs

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  Explanation/Reference:

  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%2028%20-%20v1.0.pdf (page 11)

• Question 2:

  Which is the BEST example of a disadvantage to an organization of making or marketing an external appointment to a change learn?

  A. An increased risk that people will feel change is being imposed
  B. Too much knowledge of how things work and terminology used
  C. They may not devote oftheir time to the change
  D. Lack of an emotional connection to how things work now.
  A. An increased risk that people will feel change is being imposed

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  Explanation/Reference:

  Making or marketing an external appointment to a change team is a decision that can have advantages and disadvantages for an organization. One possible disadvantage is that it can increase the risk that people will feel change is being imposed by outsiders who do not understand or care about their situation or needs. This can lead to resentment, resistance, or distrust among the staff or stakeholders affected by the change. Therefore, option A is the best example of a disadvantage of making or marketing an external appointment to a change team. The other options are not disadvantages, as they either imply advantages or are not related to making or marketing an external appointment. References: https://apmginternational.com/sites/default/files/Change%20Management%20Foundation%20Sample% 20Paper%2030%20-%20v1.0.pdf (page 11)

• Question 3:

  Which item should be included within the communication plan?

  A. The expected benefits of implementing a change
  B. The reasons behind change initiative and the priorities for implementation
  C. Details on what preparations have the completed prior to a change
  D. How the results of a communication activity will be monitored and evaluated
  D. How the results of a communication activity will be monitored and evaluated

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  Explanation/Reference:

  A communication plan is a document that outlines the objectives, strategies, tactics, channels, audiences, messages, and metrics for communicating about a change initiative. One of the essential items that should be included in a communication plan is how the results of a communication activity will be monitored and evaluated. This involves defining the criteria and methods for measuring the effectiveness and impact of the communication activities, such as feedback surveys, focus groups, analytics, or indicators of awareness, understanding, and support for the change.

• Question 4:

  What role in change must promote an idea to potential Sponsors?

  A. Idea-Generator
  B. Sponsor
  C. Targets
  D. Change Agent
  D. Change Agent

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  Explanation/Reference:

  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%2017%20-%20v1.0.pdf (page 11)

• Question 5:

  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 1 is true
  B. Only 2 is true
  C. Both 1 and 2 are true
  D. Neither 1 or 2 is true
  A. Only 1 is true

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  Explanation/Reference:

  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%2013%20-%20v1.0.pdf (page 11)

• Question 6:

  When starting to identify the impacts of a change initiative, which description BEST fits one of the recommended key inputs?

  A. An assessment of where people are on the change curve
  B. An organization chart showing senior positions in the new structure
  C. A statement of the differences between the current and future states
  D. The planned frequency of staff engagement surveys
  C. A statement of the differences between the current and future states

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  Explanation/Reference:

  When starting to identify the impacts of a change initiative, one of the recommended key inputs is a statement of the differences between the current and future states. This helps to define the scope, scale, and nature of the change, as well as the gaps and opportunities that need to be addressed. The other options are not key inputs for identifying the impacts of a change initiative, but rather outcomes or activities of other processes or stages in the change process. References: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample% 20Paper%2031%20-%20v1.0.pdf (page 11)

• Question 7:

  According to Honey and Munford, which learning style would team BEST through watching a video showinga new being undertaken in the work environment?

  A. Activist
  B. Refector
  C. Progmalist
  D. Theorist
  B. Refector

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  Explanation/Reference:

  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/

• Question 8:

  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. Successful teams always stay in the performing stage
  C. Teams may go backwards or oscillate between the stages
  D. An equal amount of time is spent in each stage
  C. Teams may go backwards or oscillate between the stages

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  Explanation/Reference:

  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_i n_Small_Groups

• Question 9:

  According to Morgan, what metaphor applies to an organization that has structured and tightly-controlled processes?

  A. Brains
  B. Political systems
  C. Machines
  D. Flux and transformation
  C. Machines

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  Explanation/Reference:

  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/publication/228163085_Images_of_Organization

• Question 10:

  Which action is an appropriate change management response to people in the early stages of a change cure?

  A. Interpret emotions as evidence of poor change management
  B. Be clear about the losses that people will experience
  C. Delaycommunication until all the details are known
  D. Accept that everyone will eventually work their way through the curve
  B. Be clear about the losses that people will experience

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  Explanation/Reference:

  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.