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New Change-Management-Foundation Exam Reference | Efficient APMG-International Change-Management-Foundation: Change Management Foundation Exam 100% Pass

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APMG-International Change Management Foundation Exam Sample Questions (Q77-Q82):

NEW QUESTION # 77
When change takes a long time to embed, which is the MOST likely stakeholder response that may affect its momentum?

A. Complain to senior management that change is being badly managed
B. Redefine the changes to suite then better
C. Withdraw attraction and focus on day to day tasks
D. Change work priorities to devote more time to change

Answer: C

Explanation:
Explanation
When change takes a long time to embed, stakeholders may lose interest, enthusiasm, or commitment to the change. They may withdraw attention and focus on day to day tasks, as they feel that the change is not relevant, urgent, or beneficial for them. This may affect the momentum and success of the change. Therefore, option B is the most likely stakeholder response that may occur in this situation. The other options are less likely, as they either imply more involvement, effort, or feedback from the stakeholders. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 78
Which of the following statements about two-way communication are true?
Two way communication is useful for getting important information out quickly to large groups of people Two-way communicationencouragesand increases people's motivation to interact to find out more.

A. Only 1 is true
B. Both 1 and 2 are true
C. Neither 1 or 2 is true
D. Only 2 is true

Answer: D

Explanation:
Explanation
Two-way communication is a type of communication that allows for feedback, interaction, and dialogue between the sender and the receiver. Two-way communication is useful for engaging stakeholders, building trust and rapport, clarifying expectations, and resolving issues. Two-way communication encourages and increases people's motivation to interact to find out more, as they feel valued and involved in the change.
Therefore, statement 2 is true. However, two-way communication is not useful for getting important information out quickly to large groups of people, as it can be time-consuming, complex, and inconsistent. For this purpose, one-way communication, such as newsletters, emails, or announcements, may be more suitable.
Therefore, statement 1 is not true. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 79
Which is a description of the role of Line Management in the change process?

A. Tests thinking and advises on effective delivery of change
B. Develops communications networks across the organization
C. Ensure senior managers are committed to the changes
D. Provides financial resources to support specific change tasks

Answer: A

Explanation:
According to the Change Management Institute's Change Management Roles Model, there are four main roles in change: Idea-Generator, Sponsor, Change Agent, and Target. Line Management is a sub-role of Change Agent, which is the role that promotes an idea to potential Sponsors and implements the change once it is approved. Line Management tests thinking and advises on effective delivery of change, as well as supports and coaches staff through the change. The other options are not descriptions of the role of Line Management, but rather of other roles or activities in the change process.References: https://apmg- international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2021%
20-%20v1.0.pdf (page 11)

NEW QUESTION # 80
Why is it appropriate to give Line Leaders privileged access to the thinking behind a change?

A. They may block change if not fully engaged
B. They have seniority within the organization
C. Their authorization is needed to progress
D. Everyone should see this information

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Line Leaders, as frontline managers, play a critical role in implementing change locally, according to the APMG Change Management Foundation. Option D ("They may block change if not fully engaged") is correct because Line Leaders can resist or undermine change if they don't understand or buy into its rationale.
Providing them privileged access to the "why" behind the change ensures alignment, reduces resistance, and equips them to support their teams effectively. Options A and B overstate their formal authority, and Option C contradicts the targeted engagement strategy for key roles.

NEW QUESTION # 81
Which management approach is recommended to help people through the 'endings' phase of Bridges model of human transition?

A. Encourage people to turn their backs on the past
B. Concentrate on the emotional content of issues
C. Look for quick successes to announce
D. Be clear about the scope of the change

Answer: B

Explanation:
Bridges model of human transition is a framework that describes how people experience and cope with change. The model consists of three phases: endings, neutral zone, and new beginnings. The endings phase is when people have to let go of the old situation and deal with the loss and uncertainty that comes with change.
The recommended management approach to help people through this phase is to concentrate on the emotional content of issues, that is, to acknowledge and address the feelings and reactions that people have, such as anger, denial, or sadness. This can help people to accept the change and move on to the next phase.

NEW QUESTION # 82
......

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Ray Rogers Ray Rogers

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