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Quiz APMG-International - Efficient Valid Change-Management-Foundation Test Vce

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

NEW QUESTION # 15
According to Honey and Munford, which learning style would team BEST through watching a video showing a new being undertaken in the work environment?

A. Theorist
B. Progmalist
C. Refector
D. Activist

Answer: B

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.

NEW QUESTION # 16
Which approach is recommended for helping people through the 'change curve'?

A. Actively involve line managers in listening and providing support
B. Advise people not to discuss their problems with colleagues
C. Assume that everyone will eventually move on in time to deal with the change
D. Recognize negative emotions as a sign that the change is being managed badly

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The 'change curve' (based on Kubler-Ross's model) describes emotional stages individuals experience during change: shock, denial, frustration, depression, experiment, decision, and integration. The APMG Change Management Foundation stresses proactive support to guide people through these stages effectively. Option A ("Actively involve line managers in listening and providing support") is recommended because line managers are well-positioned to offer personalized support, listen to concerns, and help staff navigate emotions-key to moving through the curve. Option B misinterprets negative emotions as a management failure rather than a natural response, Option C isolates individuals, and Option D is passive and unsupported by the framework.

NEW QUESTION # 17
Which is the BEST example of a disadvantage to an organization of making or marketing an external appointment to a change learn?

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

Answer: D

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%2030%20-%20v1.0.pdf (page 11)

NEW QUESTION # 18
Which item is one of Mayfield's seven principles of stakeholder engagement?

A. Different levels of engagement are required depending on where people are along the change journey
B. Continually look at the big picture and the long term to make sure the change sticks
C. Poorly facilitated meetings on NOT achieve their outcomes and waste people's time
D. Identification is a continuous practice -new stakeholders emerge during a change old ones can fade away

Answer: D

Explanation:
Mayfield's seven principles of stakeholder engagement are:
* Engagement is a two-way process
* Identification is a continuous practice -new stakeholders emerge during a change old ones can fade away
* Different levels of engagement are required depending on where people are along the change journey
* Engagement requires empathy -understanding what matters most to stakeholders
* Engagement requires authenticity -being honest about what can be influenced
* Engagement requires creativity -finding ways to involve stakeholders in meaningful ways
* Engagement requires courage -being prepared to have difficult conversations Therefore, option B is one of Mayfield's seven principles of stakeholder engagement.References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%
20Paper%2020%20-%20v1.0.pdf (page 11)

NEW QUESTION # 19
Which statement describes an advantage of using storylelling to engage people's hearts and mind more fully when communicating change?

A. Stories engage people with the challenges ahead and how can be overcome
B. Stories primarily engage rational thought so people logically work out what to do
C. Stories entertain and help people relax, so they can be more positive about the change
D. Stories engage people by providing detailed plans and timescales for change

Answer: A

Explanation:
Explanation
Storytelling is a technique to communicate change in a way that engages people's hearts and minds more fully.
Stories can convey the vision, purpose, and benefits of the change, as well as the challenges ahead and how they can be overcome. Stories can also inspire, motivate, and persuade people to support and participate in the change. Therefore, option C is the best example of an advantage of using storytelling to communicate change.
The other options are not advantages, as they either do not reflect the purpose of storytelling or do not engage people's hearts and minds. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 20
......

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