APMG International APMG International Certifications CHANGE-MANAGEMENT-FOUNDATION Questions & Answers

• Question 11:

  Which statement about Senge's system thinking model is correct?

  A. Processes in organizations can either support or limit the effectiveness of change

  B. Change can beplanned and implemented using an eight-stage model

  C. Change must e driven primary by senior sponsors

  D. Leadership support is NOT required in the systems thinking model

  Correct Answer: A

  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)

• Question 12:

  Which MNTI Preference is characterized by being spontaneous and disliking detailed plans?

  A. Intuition

  B. Feeling

  C. Perceiving

  D. Introvert

  Correct Answer: C

  According to the Myers-Briggs Type Indicator (MBTI), perceiving is one of the four preference pairs that describe how people interact with the world and make decisions. Perceiving refers to preferring to keep options open, being spontaneous, and disliking detailed plans. The other options are not preferences, but dimensions of preferences. Intuition and feeling are opposite to sensing and thinking, respectively, while introvert is opposite to extrovert.

• Question 13:

  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. Only1 is true

  B. Only 2 is true

  C. Both 1 and Z are true

  D. Neither 1 or 2 is true

  Correct Answer: C

  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://apmginternational.com/sites/default/files/Change%20Management%20Foundation%20Sample% 20Paper%208%20-%20v1.0.pdf (page 11)

• Question 14:

  According to Morgan, what metaphor applies to an organization that has structured and tightly-controlled processes?

  A. Brains

  B. Political systems

  C. Machines

  D. Flux and transformation

  Correct Answer: C

  According to Morgan, machines is a metaphor that applies to an organization that has structured and tightly-controlled processes. This metaphor views organizations as rational, efficient, and predictable systems that operate according to

  predefined rules and procedures. This metaphor emphasizes order, stability, hierarchy, and control.

  References:

  https://www.mindtools.com/pages/article/newSTR_90.htm https://www.researchgate.net/publication/228163085_Images_of_Organization

• Question 15:

  Which is the BEST example of a disadvantage to an organization of making or marketing an external appointment to a change learn?

  A. An increased risk that people will feel change is being imposed

  B. Too much knowledge of how things work and terminology used

  C. They may not devote oftheir time to the change

  D. Lack of an emotional connection to how things work now.

  Correct Answer: A

  Making or marketing an external appointment to a change team is a decision that can have advantages and disadvantages for an organization. One possible disadvantage is that it can increase the risk that people will feel change is being imposed by outsiders who do not understand or care about their situation or needs. This can lead to resentment, resistance, or distrust among the staff or stakeholders affected by the change. Therefore, option A is the best example of a disadvantage of making or marketing an external appointment to a change team. The other options are not disadvantages, as they either imply advantages or are not related to making or marketing an external appointment. References: https://apmginternational.com/sites/default/files/Change%20Management%20Foundation%20Sample% 20Paper%2030%20-%20v1.0.pdf (page 11)

• Question 16:

  According to Schein, which approach would decrease learning anxiety?

  A. Reminding the stakeholders of all the times they have failed to change

  B. Encourage staff to try new things

  C. Penalising staff who make mistakes

  D. Creating a sense that the organization might fail if the change is NOT made.

  Correct Answer: B

  According to Schein, learning anxiety is the fear or discomfort that people experience when they are asked to learn something new or change their behavior. To decrease learning anxiety, change leaders should create psychological safety, which is the sense of trust and support that people feel when they are learning or changing. One way to create psychological safety is to encourage staff to try new things and experiment without fear of failure or punishment. The other options would increase learning anxiety, as they would create more pressure, stress, and negativity for the staff. References: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample% 20Paper%206% 20-%20v1.0.pdf (page 11)

• Question 17:

  According to theBechard and Harris change formula' which response will increase an individual's dissatisfaction with the status quo?

  A. Amend performance targets during the change

  B. Communicate the danger of inaction

  C. Clarify the steps users need to take

  D. Focus on the benefits of the change

  Correct Answer: B

  The Beckhard and Harris change formula is a tool to assess the readiness and motivation for change in an organization. The formula states that change will happen when D x V x F > R, where D is dissatisfaction with the status quo, V is vision of the desired future state, F is first steps or action plan for the change, and R is resistance to change. To increase an individual's dissatisfaction with the status quo, one possible action is to communicate the danger of inaction, such as the risks, threats, or losses that may occur if no change is made. This can create a sense of urgency and need for change among the individual. The other options are not actions that will increase dissatisfaction with the status quo, but rather actions that will address other factors in the formula.

• Question 18:

  In Herzberg's studies on job satisfaction, which statement about dissatisfiesChygene factors') is true?

  A. Dissatisfiers are the only factors that can be influenced in the work place.

  B. Beyonda certain level, improving dissatisfiers does not lead to job satisfaction

  C. It is unnecessary to consider the impact of change on the dissatisfiers

  D. The dissatisfiers are related to the workitself, rather than its context

  Correct Answer: B

  According to Herzberg's research, job satisfaction and dissatisfaction are influenced by two different sets of factors: motivators and hygiene factors. Motivators are factors that lead to high job satisfaction and motivation, such as achievement, recognition, responsibility, advancement, and growth. Hygiene factors are factors that do not cause satisfaction, but can cause dissatisfaction if they are absent or inadequate, such as working conditions, salary, security, and supervision. Beyond a certain level, improving dissatisfiers (hygiene factors) does not lead to job satisfaction, as they only prevent dissatisfaction. To increase job satisfaction, motivators need to be enhanced or introduced. Therefore, statement B is true. The other statements are not true, as they either contradict or misinterpret Herzberg's theory. References: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample% 20Paper%2026%20-% 20v1.0.pdf (page 11)

• Question 19:

  When starting to identify the impacts of a change initiative, which description BEST fits one of the recommended key inputs?

  A. An assessment of where people are on the change curve

  B. An organization chart showing senior positions in the new structure

  C. A statement of the differences between the current and future states

  D. The planned frequency of staff engagement surveys

  Correct Answer: C

  When starting to identify the impacts of a change initiative, one of the recommended key inputs is a statement of the differences between the current and future states. This helps to define the scope, scale, and nature of the change, as well as the gaps and opportunities that need to be addressed. The other options are not key inputs for identifying the impacts of a change initiative, but rather outcomes or activities of other processes or stages in the change process. References: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample% 20Paper%2031%20-%20v1.0.pdf (page 11)

• Question 20:

  According to Honey and Munford, which learning style would team BEST through watching a video showinga new being undertaken in the work environment?

  A. Activist

  B. Refector

  C. Progmalist

  D. Theorist

  Correct Answer: B

  Reflectors are people who prefer to learn by observing and thinking about their experiences. They enjoy taking time to consider new information and ideas and tend to be thoughtful and analytical. Watching a video showing a new being

  undertaken in the work environment would suit their learning style as they can observe how others do it and reflect on the implications and outcomes.

  References:

  https://expertprogrammanagement.com/2020/10/honey-and-mumford/ https://www.simplimba.com/honey-and-mumford-model/