Free PDF Quiz 2025 Change-Management-Foundation: High-quality Real Change Management Foundation Exam Exam Questions

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

Topic	Details
Topic 1	Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.
Topic 2	Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.
Topic 3	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 4	Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.
Topic 5	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 6	Communication in Change Management: This section covers developing a communication strategy
Topic 7	communication methods and channels, and effective messaging for different stakeholder groups.
Topic 8	Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques

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APMG-International Change Management Foundation Exam Sample Questions (Q48-Q53):

NEW QUESTION # 48
Which of the following statements about the behaviour of effective change managers as agile practitioners are true?

A. They should remain resilient, flexible, and willing to learnA. Only 1 is trueB. Only 2 is trueC. Both 1 and 2 are trueD. Neither 1 nor 2 is true
B. They should take a single framework and apply it persistently

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Agile change management, as outlined in the APMG Change Management Foundation, emphasizes adaptability and responsiveness over rigid adherence to a single approach. Statement 1 ("They should take a single framework and apply it persistently") contradicts Agile principles, which advocate for iterative, flexible methods tailored to evolving circumstances rather than a one-size-fits-all framework. Statement 2 ("They should remain resilient, flexible, and willing to learn") aligns perfectly with Agile practitioner behaviours, as resilience supports perseverance through challenges, flexibility enables adaptation to change, and a willingness to learn fosters continuous improvement-all core tenets of Agile methodology. Thus, only Statement 2 is true.

NEW QUESTION # 49
Which action, taken as part of the four-step emergent change process, addresses the current consequences of the change not yet being a reality?

A. Develop a route-map for implementing the required changes
B. Create a vision statement that captures the desired future state
C. Capture what people are experiencing in the present state
D. Identify what people are experiencing once the chances are complete

Answer: A

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%2022%20-%20v1.0.pdf (page
11)

NEW QUESTION # 50
Which statement describes an advantage of using storylelling to engage people's hearts and mind more fully when communicating change?

A. Stories engage people with the challenges ahead and how can be overcome
B. Stories primarily engage rational thought so people logically work out what to do
C. Stories engage people by providing detailed plans and timescales for change
D. Stories entertain and help people relax, so they can be more positive about the change

Answer: A

Explanation:
Explanation
Storytelling is a technique to communicate change in a way that engages people's hearts and minds more fully.
Stories can convey the vision, purpose, and benefits of the change, as well as the challenges ahead and how they can be overcome. Stories can also inspire, motivate, and persuade people to support and participate in the change. Therefore, option C is the best example of an advantage of using storytelling to communicate change.
The other options are not advantages, as they either do not reflect the purpose of storytelling or do not engage people's hearts and minds. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 51
Which of the following statements about a communication plan are true?
1.Same overall format for all change initiatives
2.Content will differ depending on scale and complexity of change

A. Neither 1 nor 2 is true
B. Only 1 is true
C. Only 2 is true
D. Both 1 and 2 are true

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
A communication plan in the APMG Change Management Foundation is a structured tool to engage stakeholders effectively, tailored to each change's needs. This question probes its flexibility versus standardization. Let's analyze with exhaustive detail:
*Statement 1: "Same overall format for all change initiatives"
oTheory: A communication plan typically includes elements like objectives, audiences, messages, channels, and timelines-per APMG templates.
oAnalysis: False. While a consistent structure (e.g., sections) might be used organizationally, the APMG stresses adaptability. A small process tweak (e.g., new form) doesn't need the same depth as amerger. Format varies-e.g., a one-page plan versus a multi-phase strategy-based on scope, not a rigid "same overall format." oExample: A policy update might use a simple email plan, while a tech rollout requires workshops and FAQs-different formats.
*Statement 2: "Content will differ depending on scale and complexity of change" oTheory: Content includes messages, timing, and audience targeting, customized per APMG guidance.
oAnalysis: True. A minor change (e.g., office relocation) might communicate "new address" to all, while a complex ERP rollout needs detailed training schedules for IT, phased updates for staff, and benefits for executives. Scale (e.g., 10 vs. 10,000 people) and complexity (e.g., technical vs. cultural) dictate content variation.
oExample: A safety protocol change has simple content; a digital transformation has layered, role-specific messages.
*Evaluation: B is correct-content adapts, format flexes. APMG prioritizes fit-for-purpose planning over uniformity.

NEW QUESTION # 52
Social neuroscience summarizes 5 brain processes involved in social situations using the mnemonic SCARF.
What does the F represent?

A. Fight
B. Faith
C. Fairness
D. Fear

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The SCARF model, developed by David Rock and integrated into the APMG Change Management Foundation, describes five domains influencing brain responses in social contexts: Status, Certainty, Autonomy, Relatedness, and Fairness. The "F" stands for Fairness (Option A), which reflects the brain's sensitivity to equitable treatment. Faith (B), Fear (C), and Fight (D) are not part of the SCARF model, making Fairness the correct answer aligned with neuroscience principles in change management.

NEW QUESTION # 53
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