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Change-Management-Foundation Exam Questions - Change Management Foundation Exam Exam Tests & Change-Management-Foundation Test Guide

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APMG-International Change Management Foundation Exam Sample Questions (Q95-Q100):

NEW QUESTION # 95
According to Morgan, what metaphor describes an organization where formal management of change is impossible?

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

Answer: D

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 # 96
Which is a description of the role of Line Management in the change process?

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

Answer: B

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 and advises 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%2021%
20-%20v1.0.pdf (page 11)

NEW QUESTION # 97
Which is an effect in an organization if the psychological contract between an organization and its staff is broken?

A. There will be no effect if senior managers maintain discipline
B. The likelihood of achieving performance targets reduces.
C. Additional change agents will be need to be appointed
D. Staff will be more willing to help achieve the outcomes of change

Answer: D

Explanation:
The psychological contract is the unwritten and implicit agreement between an organization and its employees, which defines their mutual expectations and obligations. The psychological contract can be broken when either party fails to fulfill their promises or obligations, such as changing the terms and conditions of employment, reducing the benefits or rewards, or violating the trust or respect. When the psychological contract is broken, it can have negative effects on the organization, such as lower employee engagement, commitment, and loyalty; higher turnover, absenteeism, and grievances; and lower productivity, quality, and innovation. Therefore, one of the effects of breaking the psychological contract is that the likelihood of achieving performance targets reduces. The other options are not effects of breaking the psychological contract, but rather causes or consequences of other factors.

NEW QUESTION # 98
What is the First step of Kotter's eight-step model for planning and leading organizational change?

A. Establishing a sense of urgency
B. Empowering employees for broad-based action
C. Generating short term wins
D. Communicating the change vision

Answer: A

Explanation:
Kotter's model for planning and leading organizational change is an eight-step model that describes how to initiate and sustain a successful change. The eight steps are:
* Establishing a sense of urgency
* Creating the guiding coalition
* Developing a vision and strategy
* Communicating the change vision
* Empowering employees for broad-based action
* Generating short-term wins
* Consolidating gains and producing more change
* Anchoring new approaches in the culture
Therefore, the first step of Kotter's model is establishing a sense of urgency.

NEW QUESTION # 99
Which of the key principles for building and maintaining engagement throughout change is demonstrated through sharing information about why change is necessary and when it will take place?

A. Connectivity
B. Empathy
C. Inclusivity
D. Transparency

Answer: D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation identifies Transparency as one of four engagement principles (alongside Inclusivity, Connectivity, and Dialogue). Sharing information about "why change is necessary and when it will take place" exemplifies Transparency (Option C), as it involves openly communicating critical details to build trust and clarity. Inclusivity (A) focuses on involving people, Connectivity (B) on linking stakeholders, and Empathy (D) on understanding emotions-none of which directly address the act of sharing information as described.

NEW QUESTION # 100
......

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