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

Topic
Details

Topic 1

Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.

Topic 2

Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.

Topic 3

Introduction to Change Management: This section covers the definition and importance of change management, types of organizational change, and the role of change managers.

Topic 4

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 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

Leadership and Change: In this section, the preference is given to the role of leadership in change management, change leadership styles, building and maintaining a guiding coalition, etc.

APMG-International Change Management Foundation Exam Sample Questions (Q82-Q87):

NEW QUESTION # 82
According to Herzberg's research, which factor leads to high job satisfaction?

A. Working conditions
B. Responsibility
C. Salary
D. Security

Answer: A

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%2016%20-%20v1.0.pdf (page 11)

NEW QUESTION # 83
Which is a benefit of using change agent networks?

A. They provide reports to management on staff performance
B. They take charge of defining and appropriate strategy for change
C. They take accountability for delivering all change objectives within agreed timescales
D. They help people keep up to date and involved in the change

Answer: D

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 # 84
Which is the BEST example of a disadvantage to an organization of making or marketing an external appointment to a change learn?

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

Answer: B

Explanation:
Explanation
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://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 85
Which statement about Senge's system thinking model is correct?

A. Processes in organizations can either support or limit the effectiveness of change
B. Leadership support is NOT required in the systems thinking model
C. Change must e driven primary by senior sponsors
D. Change can beplanned and implemented using an eight-stage model

Answer: A

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 # 86
Which workplace provision addresses Maslow's social needs?

A. Career development opportunities
B. Job security
C. Team-building exercises
D. Generous pensions

Answer: A

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 # 87
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