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APMG-International Change Management Foundation Exam Sample Questions (Q64-Q69):
NEW QUESTION # 64
Which should always be the first step in the Continuous Change Management Cycle?
Answer: B
Explanation:
Comprehensive and Detailed In-Depth Explanation:
The Continuous Change Management Cycle in the APMG Change Management Foundation is an iterative process for managing ongoing change, typically comprising Discovery, Ideas, Prioritization, and Action. Let's examine why Discovery is the starting point:
*Discovery: This initial step involves assessing the current state, identifying needs, and gathering insights (e.
g., stakeholder feedback, performance gaps). It's foundational because understanding the context drives subsequent steps. For example, a company noticing low employee morale might discover through surveys that a lack of communication is the root cause, setting the stage for ideas.
*Ideas: Generating solutions follows Discovery, as ideas must address identified issues. Starting here without context risks misaligned proposals.
*Prioritization: Ranking options comes after ideas are developed, requiring a basis from Discovery to evaluate relevance.
*Action: Implementing changes is the final step, relying on prior stages for direction and feasibility.
The APMG framework positions Discovery as the logical first step to ensure change efforts are informed and purposeful, avoiding reactive or uninformed actions. Option C is thus correct, reflecting the cycle's emphasis on evidence-based beginnings.
NEW QUESTION # 65
Which of the following statements about selecting the appropriate communication channels for a change initiative are true?
1.If the aim is to achieve active engagement then rich communication is essential
2.Leaner channels are suitable where there is little chance of misinterpretation
Answer: A
Explanation:
Comprehensive and Detailed In-Depth Explanation:
Communication channels in APMG vary by richness (e.g., face-to-face) and leanness (e.g., email). Let's evaluate:
*Statement 1: True. Rich channels (e.g., workshops) foster engagement via interaction. For a complex change, APMG recommends this for buy-in.
*Statement 2: True. Lean channels (e.g., memos) work for clear, simple messages (e.g., a date change).
APMG supports this efficiency.
*Why C: Both align with APMG's channel selection principles.
NEW QUESTION # 66
Which of the following statements about the change severity assessment 'environment' impact are true?
The amount of other activity happening at the same time as the charge is a factor The common values and behaviors in the organization is a factor.
Answer: C
Explanation:
The change severity assessment is a tool to evaluate the impact of a change on different dimensions, such as environment, organization, individuals, and project. The environment dimension considers the external and internal factors that affect the change, such as market conditions, competitors, regulations, culture, values, and behaviors. The amount of other activity happening at the same time as the change and the common values and behaviors in the organization are both factors that belong to the environment dimension.References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%
20Paper%208%20-%20v1.0.pdf (page 11)
NEW QUESTION # 67
Which item should be included within the communication plan?
Answer: A
Explanation:
A communication plan is a document that outlines the objectives, strategies, tactics, channels, audiences, messages, and metrics for communicating about a change initiative. One of the essential items that should be included in a communication plan is how the results of a communication activity will be monitored and evaluated. This involves defining the criteria and methods for measuring the effectiveness and impact of the communication activities, such as feedback surveys, focus groups, analytics, or indicators of awareness, understanding, and support for the change.
NEW QUESTION # 68
According to Morgan, what metaphor describes an organization where formal management of change is impossible?
Answer: A
Explanation:
According to Morgan, flux and transformation is a metaphor that describes an organization where formal management of change is impossible because the organization is constantly changing and evolving in response to its environment. This metaphor views organizations as complex adaptive systems that are self- organizing, emergent, and nonlinear.
NEW QUESTION # 69
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