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

Topic
Details

Topic 1

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 2

Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques

Topic 3

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 4

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

Topic 5

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

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APMG-International Change Management Foundation Exam Sample Questions (Q49-Q54):

NEW QUESTION # 49
Which action is a suitable response when resistance to change is shown through sabotage?

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

Answer: A

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 # 50
Which is a description of the role of Line Management in the change process?

A. Provides financial resources to support specific change tasks
B. Tests thinking and advises on effective delivery of change
C. Develops communications networks across the organization
D. Ensure senior managers are committed to the changes

Answer: B

Explanation:
Explanation
According to the Change Management Institute's Change Management Roles Model, there are four main roles in change: Idea-Generator, Sponsor, Change Agent, and Target. Line Management is a sub-role of Change Agent, which is the role that promotes an idea to potential Sponsors and implements the change once it is approved. Line Management tests thinking andadvises on effective delivery of change, as well as supports and coaches staff through the change. The other options are not descriptions of the role of Line Management, but rather of other roles or activities in the change process. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 51
According to Morgan, what metaphor describes an organization where formal management of change is impossible?

A. Machines
B. Political systems
C. Flux and transformation
D. Brains

Answer: C

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 # 52
Which statement describes 'confirmation bias'?

A. People pay most attention to facts agree with their current opinions
B. People like continuity and find ways to avoid change
C. People allow their ideas to be shaped by what most other people are starting to believe
D. People assume that information that is easy to access will be the most important

Answer: B

Explanation:
Confirmation bias is a cognitive bias that causes people to pay more attention to facts that agree with their current opinions and ignore or discount facts that contradict them. Confirmation bias can affect how people perceive, interpret, and remember information, as well as how they make decisions and judgments.
Confirmation bias can hinder learning and change, as people may resist or reject new information that challenges their existing beliefs or assumptions.

NEW QUESTION # 53
According to the 'change formula' (Beckhard and Harris), which response will increase the desirability to an individual of the proposed change or end state?

A. Communicate the 'burning platform'
B. Put mitigations in place to reduce risk
C. Focus on the benefits of the change
D. Clarify the steps users need to take

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The Beckhard and Harris Change Formula, expressed as D x V x F > R (Dissatisfaction with the status quo × Vision of the future × First steps > Resistance), is a cornerstone of the APMG Change Management Foundation for understanding motivation for change. Let's dissect the formula and evaluate each option in detail:
*D (Dissatisfaction): This factor reflects discontent with the current state, pushing individuals toward change.
*V (Vision): This is the desirability of the future state-what makes the change appealing or worthwhile.
*F (First Steps): This involves practical, actionable steps to initiate change, reducing uncertainty.
*R (Resistance): The natural opposition to change that must be overcome.
The question asks what increases the desirability of the proposed change, which directly ties to the V (Vision) component. Option A ("Focus on the benefits of the change") aligns perfectly with this, as highlighting benefits (e.g., improved efficiency, better work-life balance, or career growth) makes the end state more attractive to individuals. For example, if a company introduces a new CRM system, emphasizing how it saves time and boosts sales commissions enhances the vision's appeal.
*Option B ("Communicate the 'burning platform'") increases Dissatisfaction (D) by emphasizing the urgency or negative consequences of not changing (e.g., "We'll lose market share if we don't act"). While critical, it doesn't directly enhance desirability of the future state.
*Option C ("Clarify the steps users need to take") supports First Steps (F) by providing a roadmap, reducing fear of the unknown, but it doesn't inherently make the change more desirable.
*Option D ("Put mitigations in place to reduce risk") lowers Resistance (R) by addressing concerns, yet it's a defensive measure rather than a proactive enhancement of desirability.
Thus, Option A is the correct answer, as it directly strengthens the Vision factor, making the change emotionally and rationally compelling to individuals. The APMG framework underscores that a clear, positive vision is essential to motivate people beyond mere necessity.

NEW QUESTION # 54
......

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John Miller John Miller

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