Change-Management-Foundation Reliable Braindumps Questions - Valid Change-Management-Foundation Test Topics

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

Topic	Details
Topic 1	Communication in Change Management: This section covers developing a communication strategy
Topic 2	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 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	communication methods and channels, and effective messaging for different stakeholder groups.
Topic 5	Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.
Topic 6	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 7	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 8	Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.

APMG-International Change Management Foundation Exam Sample Questions (Q15-Q20):

NEW QUESTION # 15
What is the purpose of documenting the 'Measurement methodology' in a change communication strategy?

A. Ensure everyone understands the value of the change
B. Communicate test activities for the final solution
C. Assess effectiveness of the communication efforts
D. Quantify the number of people impacted by the change

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The Measurement methodology in APMG evaluates communication success (e.g., awareness levels via surveys), ensuring it meets goals. Option A fits; others misalign.

NEW QUESTION # 16
What is the First step of Kotter's eight-step model for planning and leading organizational change?

A. Establishing a sense of urgency
B. Empowering employees for broad-based action
C. Generating short term wins
D. Communicating the change vision

Answer: A

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 # 17
When comparing 'lean' and 'rich' communication channels, which of the following statements about a 'rich' communication channelistrue?
A 'rich' channel allows for conversation a quick response, and the chance for interaction.
A 'rich' channel conveys non-verbal cues, suchas emotion and feelings, tone or gestures.

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

Answer: C

Explanation:
Explanation
Communication channels can be classified as lean or rich, depending on the amount and quality of information they can convey. A rich communication channel allows for conversation, a quick response, and the chance for interaction, as well as conveys non-verbal cues, such as emotion and feelings, tone or gestures. Examples of rich communication channels are face-to-face meetings, video calls, or phone calls. Therefore, both statements
1 and 2 are true. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 18
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: C

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.

NEW QUESTION # 19
Which definition describes 'transition' in Bridges' model of human transitions?

A. The emotional process of adjusting to a change
B. The planned actions required to make a change
C. The time elapsed between letting go of the old and experimenting with new ways
D. The physical process of adopting new changes

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
William Bridges' Transition Model is a key framework in the APMG Change Management Foundation, distinguishing between change (the external event) and transition (the internal psychological process). The model has three phases: Ending, Losing, Letting Go; Neutral Zone; and New Beginning. Let's evaluate each option with extensive detail:
*Option A: "The planned actions required to make a change" - This describes the mechanics of change (e.g., implementing a new system), not transition. Bridges focuses on the human experience, not logistical steps, so this is incorrect.
*Option B: "The emotional process of adjusting to a change" - This is the correct definition. Bridges emphasizes that transition is about how people emotionally and psychologically adapt to change. For example, when a company relocates, the change is the move, but the transition involves employees grieving the old office, feeling disoriented, and eventually embracing the new space. The APMG framework highlights this emotional journey as central to Bridges' model.
*Option C: "The time elapsed between letting go of the old and experimenting with new ways" - This partially aligns with the Neutral Zone phase but is too narrow. Transition encompasses the entire process (all three phases), not just a time segment, making this incomplete.
*Option D: "The physical process of adopting new changes" - This again focuses on external actions (e.g., using new tools), not the internal adjustment Bridges describes, so it's incorrect.
Option B captures the essence of Bridges' model: transition is an emotional, human-centered process, distinct from the tangible aspects of change. The APMG materials use this to explain why managing feelings-like resistance or hope-is critical during change initiatives.

NEW QUESTION # 20
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Change-Management-Foundation Reliable Braindumps Questions - Valid Change-Management-Foundation Test Topics

Providing You First-grade Change-Management-Foundation Reliable Braindumps Questions with 100% Passing Guarantee

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

APMG-International Change Management Foundation Exam Sample Questions (Q15-Q20):

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