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

Topic	Details
Topic 1	Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.
Topic 2	communication methods and channels, and effective messaging for different stakeholder groups.
Topic 3	Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.
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	Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
Topic 6	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 7	Engaging and communicating with stakeholders, change Impact and Readiness, conducting change impact assessments, assessing organizational readiness for change, and identifying and managing resistance to change.
Topic 8	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 9	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 (Q11-Q16):

NEW QUESTION # 11
Which statement about Senge's system thinking model is correct?

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

Answer: D

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%204%20-%20v1.0.pdf (page 11)

NEW QUESTION # 12
According to Glaser and Glaser, which element of team effectives enables team members to help each other address challenges?

A. Team inter-personal relationships
B. Team roles
C. Team operating processes
D. Team mission, planning and goal setting.

Answer: C

Explanation:
According to Glaser and Glaser, team effectiveness is influenced by four elements: team mission, planning and goal setting; team roles; team operating processes; and team inter-personal relationships. Team inter- personal relationships refer to the quality of communication, trust, respect, and collaboration among team members. This element enables team members to help each other address challenges, as well as share feedback, ideas, and emotions.References: https://apmg-international.com/sites/default/files/Change%
20Management%20Foundation%20Sample%20Paper%209%20-%20v1.0.pdf (page 11)

NEW QUESTION # 13
Which action is a suitable response when resistance to change is shown through sabotage?

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

Answer: D

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%2028%
20-%20v1.0.pdf (page 11)

NEW QUESTION # 14
Which reason explains why it is helpful to segment stakeholders?

A. It highlights the level of influence and interest stakeholders have in the planned change
B. Helps identify the organization's culture for scoping appropriate engagement
C. Identities individuals or groups who are resisting change
D. Enables different approaches and analysis techniques to be used with different stakeholder groups

Answer: D

Explanation:
Explanation
Segmenting stakeholders is the process of dividing them into groups based on common characteristics, such as roles, interests, needs, expectations, or attitudes towards the change. One reason why it is helpful to segment stakeholders is that it enables different approaches and analysis techniques to be used with different stakeholder groups. For example, segmenting stakeholders can help to tailor communication messages and channels to suit each group's preferences and concerns, or to apply different engagement strategies and tactics to address each group's level of influence and impact.
References:
* https://apmg-international.com/files/document/change-management-foundation-online-brochure
* https://www.mindtools.com/pages/article/newPPM_07.htm

NEW QUESTION # 15
How does change management contribute to benefits?

A. Provides ultimate accountability for the benefits of a change
B. Encourages users to make the best use of the new situation
C. Ensures dis-benefits are avoided
D. Produces all of the outcomes required to deliver benefits

Answer: B

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Change management's role in benefits realization is a critical theme in the APMG Change Management Foundation, focusing on enabling people to adopt and optimize change. Let's explore each option in depth:
*Option A: "Encourages users to make the best use of the new situation" - This is correct. Change management ensures benefits by preparing, supporting, and motivating people to embrace and maximize the change. For example, training staff on a new CRM system ensures they use its features effectively, driving benefits like increased sales. The framework defines this as change management's primary contribution:
aligning human behavior with intended outcomes.
*Option B: "Ensures dis-benefits are avoided" - While change management mitigates risks (e.g., resistance), avoiding dis-benefits entirely is not its core focus or guarantee. This is more a project management responsibility, making this incorrect.
*Option C: "Provides ultimate accountability for the benefits of a change" - Accountability lies with sponsors or business owners, not change management, which supports rather than owns benefits realization. This is false per the APMG roles delineation.
*Option D: "Produces all of the outcomes required to deliver benefits" - Change management influences adoption but doesn't produce all outcomes (e.g., technical delivery), which involves other disciplines. This overstates its scope.
Option A aligns with the APMG emphasis on adoption and utilization as the bridge between change delivery and benefits, making it the most accurate answer.

NEW QUESTION # 16
......

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VCE Change-Management-Foundation Exam Simulator Free PDF | Pass-Sure Change-Management-Foundation Exam Bootcamp: Change Management Foundation Exam

Change-Management-Foundation Exam Bootcamp & Popular Change-Management-Foundation Exams

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

APMG-International Change Management Foundation Exam Sample Questions (Q11-Q16):

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