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APMG-International Change Management Foundation Exam Sample Questions (Q30-Q35):

NEW QUESTION # 30
When starting to identify the impacts of a change initiative, which description BEST fits one of the recommended key inputs?

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

Answer: D

Explanation:
Explanation
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 (page 11)

NEW QUESTION # 31
Which management approach is recommended to help people through the'endings'phase of Bridges model of human transition?

A. Be clear about the scope of the change
B. Concentrate on the emotional content of issues
C. Look for quick successes to announce
D. Encourage people to turn their backs on the past

Answer: B

Explanation:
Explanation
Bridges model of human transition is a framework that describes how people experience and cope with change. The model consists of three phases: endings, neutral zone, and new beginnings. The endings phase is when people have to let go of the old situation and deal with the loss and uncertainty that comes with change.
The recommended management approach to help people through this phase is to concentrate on the emotional content of issues, that is, to acknowledge and address the feelings and reactions that people have, such as anger, denial, or sadness. This can help people to accept the change and move on to the next phase.
References:
* https://www.mindtools.com/pages/article/bridges-transition-model.htm
* https://www.wmbridges.com/about/what-is-transition/

NEW QUESTION # 32
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 # 33
Which is an engagement level of Mayfield's stakeholder radar technique?

A. Ideal
B. Must have
C. Required
D. Vital

Answer: D

Explanation:
Mayfield's stakeholder radar technique identifies four levels of engagement for stakeholders: required, desired, actual, and planned. The required level of engagement is the minimum level that is necessary for the stakeholder to support the change or at least not resist it.References: https://apmg-international.com/sites
/default/files/Change%20Management%20Foundation%20Sample%20Paper%202%20-%20v1.0.pdf (page
11)

NEW QUESTION # 34
What step in Kotter's model for planning and leading organizational change focuses on setting up the leadership team to drive the change?

A. Generating short-term wins
B. Empowering employees for broad-based action
C. Creating the guiding coalition
D. Communicating the change vision

Answer: C

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 step that focuses on setting up the leadership team to drive the change is creating the guiding coalition. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 35
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