NEW CHANGE-MANAGEMENT-FOUNDATION DUMPS BOOK, CHANGE-MANAGEMENT-FOUNDATION BOOK PDF

New Change-Management-Foundation Dumps Book, Change-Management-Foundation Book Pdf

New Change-Management-Foundation Dumps Book, Change-Management-Foundation Book Pdf

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APMG-International Change Management Foundation Exam Sample Questions (Q23-Q28):

NEW QUESTION # 23
What stage immediately follows the reflective observation' stage, described in Kolb's learning cycle?

  • A. Practical experimentation
  • B. Concrete experience
  • C. Abstract conceptualization
  • D. No other stage follows reflective observation

Answer: C

Explanation:
Explanation
Kolb's learning cycle is a model that describes how people learn from experience. The model consists of four stages: concrete experience, reflective observation, abstract conceptualization, and active experimentation.
Concrete experience is when people have a direct involvement in a situation or activity. Reflective observation is when people review and reflect on what they have done and observed. Abstract conceptualization is when people draw conclusions and form generalizations from their reflections. Active experimentation is when people apply their learning to new situations or modify their behavior accordingly. Therefore, the stage that immediately follows the reflective observation stage is abstract conceptualization. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)


NEW QUESTION # 24
Which advantage relates to using a Persona to understand a stakeholder group?

  • A. Enable a better understanding of the level of influence this stakeholder group has in the organization
  • B. Facilities more creative and innovative thinking amongst members of this stakeholder group
  • C. Allow checking of proposed solutions against this Persona to ensure solutions provide what is needed
  • D. Allow tracking of how the members of this stakeholder group performance against their objectives

Answer: C

Explanation:
A Persona is a fictional representation of a typical member of a stakeholder group, based on real data and insights. A Persona can help to understand the needs, goals, motivations, and challenges of a stakeholder group, as well as their attitudes and behaviors towards a change. One advantage of using a Persona is that it allows checking of proposed solutions against this Persona to ensure solutions provide what is needed and address any potential issues or concerns.


NEW QUESTION # 25
Which management approach is recommended to help people through the'endings'phase of Bridges model of human transition?

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

Answer: A

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 # 26
According to Tiompenaars and harronden-Turner, which example is a level three basic assumption' expression of culture?

  • A. Senior management grades are entitled to 'executive' chairs
  • B. The team motto is 'to deliver excellent service'
  • C. Meeting customer need is more important than profit
  • D. The required behaviors are set out in the employee's guide

Answer: D

Explanation:
According to Trompenaars and Hampden-Turner, culture can be expressed at three levels: artifacts, values, and basic assumptions. Artifacts are the visible and tangible manifestations of culture, such as symbols, rituals, and heroes. Values are the shared beliefs and preferences that guide behavior and decision making.
Basic assumptions are the unconscious and taken-for-granted beliefs that underlie values and artifacts.
Meeting customer need is more important than profit is an example of a basic assumption, as it reflects a deep- rooted belief that influences the values and artifacts of the organization. The other options are examples of artifacts or values, not basic assumptions.References: https://apmg-international.com/sites/default/files
/Change%20Management%20Foundation%20Sample%20Paper%207%20-%20v1.0.pdf (page 11)


NEW QUESTION # 27
When assessing the severity of change impacts during a stakeholder impact assessment, what is meant by the coverage of impact?

  • A. The number of change agents required to support the change
  • B. The proportion of a given stakeholder group that are impacted by a change
  • C. The number of change initiatives affecting a specific stakeholder category
  • D. The probability of unintended consequences affecting a stakeholder group

Answer: B

Explanation:
Explanation
When assessing the severity of change impacts during a stakeholder impact assessment, one of the criteria that can be used is the coverage of impact. The coverage of impact refers to the proportion of a given stakeholder group that are impacted by a change. For example, if a change affects 80% of the employees in a department, the coverage of impact is high. The other options are not criteria for assessing the severity of change impacts, but rather factors or outcomes of other processes or activities in the change process


NEW QUESTION # 28
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