EXAM CHANGE-MANAGEMENT-FOUNDATION ANSWERS, GUARANTEED CHANGE-MANAGEMENT-FOUNDATION QUESTIONS ANSWERS

Exam Change-Management-Foundation Answers, Guaranteed Change-Management-Foundation Questions Answers

Exam Change-Management-Foundation Answers, Guaranteed Change-Management-Foundation Questions Answers

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APMG-International Change Management Foundation Exam Sample Questions (Q42-Q47):

NEW QUESTION # 42
Which action is a suitable response when resistance to change is shown through sabotage?

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

Answer: B

Explanation:
Explanation
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 (page 11)


NEW QUESTION # 43
Which of the key principles for building and maintaining engagement throughout change is demonstrated through sharing information about why change is necessary and when it will take place?

  • A. Empathy
  • B. Connectivity
  • C. Transparency
  • D. Inclusivity

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation identifies Transparency as one of four engagement principles (alongside Inclusivity, Connectivity, and Dialogue). Sharing information about "why change is necessary and when it will take place" exemplifies Transparency (Option C), as it involves openly communicating critical details to build trust and clarity. Inclusivity (A) focuses on involving people, Connectivity (B) on linking stakeholders, and Empathy (D) on understanding emotions-none of which directly address the act of sharing information as described.


NEW QUESTION # 44
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. Theorist
  • C. Refector
  • D. Progmalist

Answer: C

Explanation:
Explanation
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/


NEW QUESTION # 45
Which is a desired characteristic of a vision statement for a change?

  • A. Explains the future organization structure in detail
  • B. It is veritable so its achievement can be confirmed
  • C. Sets out several promises that may be hard to measure
  • D. Lists all the activities needed to achieve the changes

Answer: B

Explanation:
A vision statement for a change is a concise and compelling description of the desired future state that the change aims to achieve. A vision statement should have several characteristics, such as being clear, inspiring, realistic, and verifiable. Being verifiable means that the vision statement can be measured and confirmed when it is achieved. The other options are not desired characteristics of a vision statement, as they are either too detailed, vague, or irrelevant.References: https://apmg-international.com/sites/default/files/Change%
20Management%20Foundation%20Sample%20Paper%2014%20-%20v1.0.pdf (page 11)


NEW QUESTION # 46
Social neuroscience summarizes 5 brain processes involved in social situations using the mnemonic SCARF.
What does the F represent?

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

Answer: D

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 # 47
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