This page was exported from Exams Labs Braindumps [ http://blog.examslabs.com ] Export date:Thu Nov 7 7:25:20 2024 / +0000 GMT ___________________________________________________ Title: Change-Management-Foundation Dumps with Practice Exam Questions Answers [Q29-Q47] --------------------------------------------------- Change-Management-Foundation Dumps with Practice Exam Questions Answers Change-Management-Foundation by Change Management Actual Free Exam Practice Test Q29. Which management approach is recommended to help people through the neutral zone’ phase of Gridges’ model of human transition?  Hold on to established routines wherever possible  Reduce gossip by limiting social occasions at work.  Direct feedback through the normal line management processes  Describe thisperiod as an opportunity to learn ExplanationBridges’ model of human transition describes three phases that people go through when they experience change: ending, losing, and letting go; the neutral zone; and the new beginning. The neutral zone is a period of uncertainty, confusion, and anxiety, but also creativity, innovation, and learning. To help people through this phase, change leaders should describe this period as an opportunity to learn new skills, explore new possibilities, and experiment with new solutions. The other options would not help people through this phase, as they would either maintain the status quo, increase gossip and rumors, or limit feedback channels.References:https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)Q30. Which action, taken as part of the four-step emergent change process, addresses the currentconsequences of the change not yet being a reality?  Identify what people are experiencing once the chances are complete  Capture what people are experiencing in the present state  Create a vision statement that captures the desired future state  Develop a route-map for implementing the required changes ExplanationThe four-step emergent change process is a tool to facilitate change that emerges from within an organization, rather than being imposed from outside. The four steps are:* Capture what people are experiencing in the present state* Identify what people are experiencing once the changes are complete* Create a vision statement that captures the desired future state* Develop a route-map for implementing the required changesTherefore, the action that addresses the current consequences of the change not yet being a reality is to capture what people are experiencing in the present state. References:https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)Q31. According to Morgan, what metaphor applies to an organization that has structured and tightly-controlled processes?  Brains  Political systems  Machines  Flux and transformation ExplanationAccording 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_OrganizationQ32. In Herzberg’s studies on job satisfaction, which statement about dissatisfiesChygene factors’) is true?  Dissatisfiers are the only factors that can be influenced in the work place.  Beyonda certain level, improving dissatisfiers does not lead to job satisfaction  It is unnecessary to consider the impact of change on the dissatisfiers  The dissatisfiers are related to the workitself, rather than its context ExplanationAccording 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 (page 11)Q33. What stage immediately follows the reflective observation’ stage, described in Kolb’s learning cycle?  Concrete experience  Practical experimentation  Abstract conceptualization  No other stage follows reflective observation ExplanationKolb’s learning cycle is a model that describes how people learn from experience. The model consists of four stages: concrete experience, reflective observation, abstract conceptualization, and active experimentation.Concrete experience is when people have a direct involvement in a situation or activity. Reflective observation is when people review and reflect on what they have done and observed. Abstract conceptualization is when people draw conclusions and form generalizations from their reflections. Active experimentation is when people apply their learning to new situations or modify their behavior accordingly. Therefore, the stage that immediately follows the reflective observation stage is abstract conceptualization. References:https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)Q34. What role in change must promote an idea to potential Sponsors?  Idea-Generator  Sponsor  Targets  Change Agent ExplanationAccording to the Change Management Institute’s Change Management Roles Model, there are four main roles in change: Idea-Generator, Sponsor, Change Agent, and Target. Idea-Generator is the role that identifies the need for change and proposes a solution. Sponsor is the role that authorizes and funds the change. Change Agent is the role that promotes an idea to potential Sponsors and implements the change once it is approved.Target is the role that is affected bythe change and needs to adopt new behaviors or ways of working.References:https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)Q35. Which of the following is a purpose of creating a change management plan when preparing for change?  Document the set of typically recurring actions that contribute to change readness’  Provide a detailed schedule of project and their dependencies  Capture of full list of issues to be resolved before change can start  Record a list of all the change risks and the responsive actions required. ExplanationOne of the purposes of creating a change management plan when preparing for change is to record a list of all the change risks and the responsive actions required. This helps to identify potential threats and opportunities for the change and plan how to mitigate or exploit them. The other options are not purposes of a change management plan, but rather outcomes or inputs of other processes or activities. References:https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)Q36. According to Schein, which approach would decrease learning anxiety?  Reminding the stakeholders of all the times they have failed to change  Encourage staff to try new things  Penalising staff who make mistakes  Creating a sense that the organization might fail if the change is NOT made. ExplanationAccording 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 (page 11)Q37. Which of the following statements about the concept of extinction in behavioral learning are true?Extinction happens when rewards for a certainbehaviorare withdrawnReconditioning behavior after extinction takes as long as it did before extinction  Only 1 is true  Only 2 is true  Both 1 and 2 are true  Neither 1 or 2 is true ExplanationExtinction is a concept in behavioral learning that describes what happens when rewards for a certain behavior are withdrawn. This can lead to the behavior being reduced or eliminated over time. However, reconditioning behavior after extinction does not take as long as it did before extinction, as there is still some memory or association of the behavior and the reward. Therefore, only statement 1 is true. References:https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)Q38. Which characteristic can be tracked using Mayfield’s stakeholder radar technique?  The power/influence that a stakeholder has in a change throughout its lite  The changes in roles and responsibilities during engagement  The interest that a stakeholder has in a change through its life.  Change in the stakeholder’s engagement needs and domain ExplanationMayfield’s stakeholder radar technique is a tool that helps to monitor and manage stakeholders throughout the life cycle of a change initiative. The technique involves plotting stakeholders on a radar chart according to four dimensions: engagement needs(how much attention they require), domain (their area of interest or expertise), impact (how much they are affected by the change), and influence (how much they can affect the change). By tracking these dimensions over time, the technique can help to identify changes in the stakeholder’s engagement needs and domain, as well as any potential risks or opportunities for engagement.References:* https://apmg-international.com/files/document/change-management-foundation-online-brochure* https://www.mayfield.consulting/stakeholder-radar/Q39. According to Honey and Munford, which learning style would team BEST through watching a video showinga new being undertaken in the work environment?  Activist  Refector  Progmalist  Theorist ExplanationReflectors 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/Q40. What is the First step of Kotter’s eight-step model for planning and leading organizational change?  Communicating the change vision  Generating short term wins  Empowering employees for broad-based action  Establishing a sense of urgency ExplanationKotter’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 cultureTherefore, the first step of Kotter’s model is establishing a sense of urgency.Q41. According to Herzberg’s research, which factor leads to high job satisfaction?  Responsibility  Working conditions  Salary  Security ExplanationAccording 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. Therefore, responsibility is a motivator that leads to high job satisfaction. References:https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)Q42. According to Glaser and Glaser, which element of team effectives enables team members to help each other address challenges?  Team mission, planning and goal setting.  Team roles  Team operating processes  Team inter-personal relationships ExplanationAccording to Glaser and Glaser, team effectiveness is influenced by four elements: team mission, planning and goal setting; team roles; team operating processes; and team inter-personal relationships. Team inter-personal relationships refer to the quality of communication, trust, respect, and collaboration among team members.This element enables team members to help each other address challenges, as well as share feedback, ideas, and emotions. References:https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)Q43. Which is a benefit of using change agent networks?  They take charge of defining and appropriate strategy for change  They take accountability for delivering all change objectives within agreed timescales  They provide reports to management on staff performance  They help people keep up to date and involved in the change ExplanationChange 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 (page 11)Q44. Which item is one of Mayfield’s seven principles of stakeholder engagement?  Poorly facilitated meetings on NOT achieve their outcomes and waste people’s time  Identification is a continuous practice -new stakeholders emerge during a change old ones can fade away  Continually look at the big picture and the long term to make sure the change sticks  Different levels of engagement are required depending on where people are along the change journey ExplanationMayfield’s seven principles of stakeholder engagement are:* Engagement is a two-way process* Identification is a continuous practice -new stakeholders emerge during a change old ones can fade away* Different levels of engagement are required depending on where people are along the change journey* Engagement requires empathy -understanding what matters most to stakeholders* Engagement requires authenticity -being honest about what can be influenced* Engagement requires creativity -finding ways to involve stakeholders in meaningful ways* Engagement requires courage -being prepared to have difficult conversations Therefore, option B is one of Mayfield’s seven principles of stakeholder engagement. References:https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)Q45. According to Tiompenaars and harronden-Turner, which example is a level three basic assumption’ expression of culture?  Meeting customer need is more important than profit  Senior management grades are entitled to ‘executive’ chairs  The team motto is ‘to deliver excellent service’  The required behaviors are set out in theemployee’sguide ExplanationAccording to Trompenaars and Hampden-Turner, culture can be expressed at three levels: artifacts, values, and basic assumptions. Artifacts are the visible and tangible manifestations of culture, such as symbols, rituals, and heroes. Values are the shared beliefs and preferences that guide behavior and decision making. Basic assumptions are the unconscious and taken-for-granted beliefs that underlie values and artifacts. Meeting customer need is more important than profit is an example of a basic assumption, as it reflects a deep-rooted belief that influences the values and artifacts of the organization. The other options are examples of artifacts or values, not basic assumptions. References:https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)Q46. Which statement about Senge’s system thinking model is correct?  Processes in organizations can either support or limit the effectiveness of change  Change can beplanned and implemented using an eight-stage model  Change must e driven primary by senior sponsors  Leadership support is NOT required in the systems thinking model ExplanationSenge’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 (page 11)Q47. Which of the following statement about communication approaches that encourage engagement during change are true?It is helpful to delay communication until all the information is avoiding the risk of misleading people with insufficient data.An external communications agency should be asked to relay messages when dealing with a difficult change.  Only 1 is true  Only 2 is the true  Both 1 and 2 are true  Neither 1 or 2 is true ExplanationCommunication approaches that encourage engagement during change should be timely, transparent, honest, consistent, and two-way. It is not helpful to delay communication until all the information is available, as this can create uncertainty and anxiety among stakeholders. It is also not advisable to use an external communications agency to relay messages when dealing with a difficult change, as this can undermine trust and credibility of the change leaders. References:https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11) Loading … Free Change Management Change-Management-Foundation Exam Question: https://www.examslabs.com/APMG-International/Change-Management/best-Change-Management-Foundation-exam-dumps.html --------------------------------------------------- Images: https://blog.examslabs.com/wp-content/plugins/watu/loading.gif https://blog.examslabs.com/wp-content/plugins/watu/loading.gif --------------------------------------------------- --------------------------------------------------- Post date: 2023-12-09 14:39:45 Post date GMT: 2023-12-09 14:39:45 Post modified date: 2023-12-09 14:39:45 Post modified date GMT: 2023-12-09 14:39:45