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APMG-International Certification
Change-Management-Foundation Exam
APMG-International.Change-Management-Foundation.v2023-11-13.q18 Dumps

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Question 6

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

Explanation
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.

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Question 7

Which reason explains why it is helpful to segment stakeholders?

A.Identities individuals or groups who are resisting change
B.Enables different approaches and analysis techniques to be used with different stakeholder groups
C.Helps identify the organization's culture for scoping appropriate engagement
D.It highlights the level of influence and interest stakeholders have in the planned change

Correct Answer: B

Explanation
Segmenting stakeholders is the process of dividing them into groups based on common characteristics, such as roles, interests, needs, expectations, or attitudes towards the change. One reason why it is helpful to segment stakeholders is that it enables different approaches and analysis techniques to be used with different stakeholder groups. For example, segmenting stakeholders can help to tailor communication messages and channels to suit each group's preferences and concerns, or to apply different engagement strategies and tactics to address each group's level of influence and impact.
References:
* https://apmg-international.com/files/document/change-management-foundation-online-brochure
* https://www.mindtools.com/pages/article/newPPM_07.htm

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Question 8

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

Explanation
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/

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Question 9

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

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

Correct Answer: A

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

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Question 10

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

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

Correct Answer: C

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.

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