FREE PDF APMG-INTERNATIONAL - CHANGE-MANAGEMENT-FOUNDATION AUTHORITATIVE SIMULATIONS PDF

Free PDF APMG-International - Change-Management-Foundation Authoritative Simulations Pdf

Free PDF APMG-International - Change-Management-Foundation Authoritative Simulations Pdf

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Tags: Change-Management-Foundation Simulations Pdf, New Change-Management-Foundation Exam Fee, Exam Change-Management-Foundation Tutorials, Exam Change-Management-Foundation Online, VCE Change-Management-Foundation Dumps

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APMG-International Change Management Foundation Exam Sample Questions (Q83-Q88):

NEW QUESTION # 83
Which of the common Agile concepts, behaviours, and techniques delivers a version of a product with just enough features to be usable by early customers who can then provide feedback for future product development?

  • A. Full transparency
  • B. Self-organised teams
  • C. Minimum viable product
  • D. Empowerment

Answer: C


NEW QUESTION # 84
In which step of the Continuous Change Management Cycle should change actions be broken into smaller tasks?

  • A. Prioritization
  • B. Discovery
  • C. Ideas
  • D. Action

Answer: D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The Continuous Change Cycle (Discovery, Ideas, Prioritization, Action) in APMG is iterative. Breaking actions into tasks occurs in Action, where plans are executed. Let's analyze:
*Discovery: Assesses needs (e.g., low morale). No tasks yet-just insights.
*Ideas: Generates solutions (e.g., better communication). Still conceptual.
*Prioritization: Ranks ideas (e.g., training first). Defines what, not how.
*Action: Correct. Implements plans, breaking them into tasks (e.g., "schedule training" vs. "launch campaign"). APMG stresses manageability here.
*Example: A morale boost via training is split into actionable steps (e.g., book trainer, set dates) in Action.


NEW QUESTION # 85
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. Additional change agents will be need to be appointed
  • C. Staff will be more willing to help achieve the outcomes of change
  • D. The likelihood of achieving performance targets reduces.

Answer: D

Explanation:
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 # 86
Which statement describes 'confirmation bias'?

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

Answer: A

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 # 87
Which is a benefit of using change agent networks?

  • A. They take charge of defining and appropriate strategy for change
  • B. They help people keep up to date and involved in the change
  • C. They take accountability for delivering all change objectives within agreed timescales
  • D. They provide reports to management on staff performance

Answer: B

Explanation:
Change agent networks are groups of people who act as advocates, champions, or ambassadors for a change within an organization. They can help to communicate, implement, and sustain the change at different levels and locations. One of the benefits of using change agent networks is that they help people keep up to date and involved in the change, as they provide information, feedback, support, and guidance throughout the change process. The other options are not benefits of using change agent networks, as they either imply different roles or responsibilities for the change agent networks or are not relevant to their function.References: https://apmg- international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2029%
20-%20v1.0.pdf (page 11)


NEW QUESTION # 88
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