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

NEW QUESTION # 95
What is the purpose of documenting the 'Measurement methodology' in a change communication strategy?

A. Quantify the number of people impacted by the change
B. Assess effectiveness of the communication efforts
C. Communicate test activities for the final solution
D. Ensure everyone understands the value of the change

Answer: B

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The Measurement methodology in APMG evaluates communication success (e.g., awareness levels via surveys), ensuring it meets goals. Option A fits; others misalign.

NEW QUESTION # 96
Which statement describes 'shared values' in the McKinsey 7S model?

A. The attitude of staff toward their work
B. The management style adopted by senior leaders
C. The ability of employees to perform their roles
D. The introduction of matrix management

Answer: A

Explanation:
Explanation
The McKinsey 7S model is a framework to analyze and improve organizational performance and effectiveness. The model consists of seven interrelated elements: strategy, structure, systems, shared values, skills, style, and staff. Shared values refer to the core values and beliefs that guide the organization's vision, mission, and culture. The attitude of staff toward their work is an example of shared values. The other options are examples of other elements in the model. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 97
Which action is a suitable response when resistance to change is shown through sabotage?

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

Answer: D

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 # 98
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. Lack of an emotional connection to how things work now.
C. Too much knowledge of how things work and terminology used
D. They may not devote oftheir time to the change

Answer: A

Explanation:
Explanation
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://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 99
Which characteristic can be tracked using Mayfield's stakeholder radar technique?

A. Change in the stakeholder's engagement needs and domain
B. The power/influence that a stakeholder has in a change throughout its lite
C. The interest that a stakeholder has in a change through its life.
D. The changes in roles and responsibilities during engagement

Answer: A

Explanation:
Explanation
Mayfield'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/

NEW QUESTION # 100
......

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Exam Dumps Change-Management-Foundation Zip & Change-Management-Foundation Valid Exam Test

APMG-International Change-Management-Foundation Valid Exam Test - Change-Management-Foundation Reliable Test Experience

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

Marvelous Exam Dumps Change-Management-Foundation Zip – Pass Change-Management-Foundation First Attempt

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