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

Topic
Details

Topic 1

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 2

Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.

Topic 3

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.

Topic 4

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 5

Communication in Change Management: This section covers developing a communication strategy

Topic 6

Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.

Topic 7

communication methods and channels, and effective messaging for different stakeholder groups.

Topic 8

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 9

Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.

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APMG-International Change Management Foundation Exam Sample Questions (Q46-Q51):

NEW QUESTION # 46
Which statement about Senge's system thinking model is correct?

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

Answer: C

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 # 47
According to Lewin's Force-field analysis' which action needs to occur if an organization desires to make change more quickly?

A. Resisting forces need to be increased
B. Driving forces need to be augmented
C. Driving forces need to be decreased
D. Restraining forces to be increased

Answer: B

Explanation:
Lewin's force-field analysis is a tool to identify the driving and restraining forces for a change. Driving forces are those that push for the change, while restraining forces are those that oppose or resist the change. To make change more quickly, driving forces need to be augmented (increased or strengthened) and/or restraining forces need to be reduced or removed.References: https://apmg-international.com/sites/default/files/Change%
20Management%20Foundation%20Sample%20Paper%203%20-%20v1.0.pdf (page 11)

NEW QUESTION # 48
When assessing the impact and severity of options on how to handle change, not all costs are financial. What type of cost is reflected in the downtime experienced while staff are trained to use a new process or system?

A. Safety & Wellbeing
B. Reputational
C. Productivity dip
D. Opportunity

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation recognizes that change impacts extend beyond financial costs, including non-monetary factors. A "productivity dip" (Option A) refers to the temporary reduction in output or efficiency during a transition, such as when staff are trained on new systems, directly matching the scenario described. Safety & Wellbeing (B) relates to health risks, Reputational (C) to publicperception, and Opportunity (D) to missed alternatives-none of which describe training downtime as precisely as a productivity dip, a common metric in change impact assessments.

NEW QUESTION # 49
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.

A. Both 1 and Z are true
B. Neither 1 or 2 is true
C. Only1 is true
D. Only 2 is true

Answer: A

Explanation:
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 (page 11)

NEW QUESTION # 50
Which item should be included within the communication plan?

A. How the results of a communication activity will be monitored and evaluated
B. The reasons behind change initiative and the priorities for implementation
C. Details on what preparations have the completed prior to a change
D. The expected benefits of implementing a change

Answer: A

Explanation:
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.
References:
* https://www.yourthoughtpartner.com/blog/change-management-communication
* https://www.prosci.com/resources/articles/communications-checklist-for-change-management

NEW QUESTION # 51
......

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