CHANGE-MANAGEMENT-FOUNDATION FREE UPDATES & CHANGE-MANAGEMENT-FOUNDATION TEST COLLECTION PDF

Change-Management-Foundation Free Updates & Change-Management-Foundation Test Collection Pdf

Change-Management-Foundation Free Updates & Change-Management-Foundation Test Collection Pdf

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Tags: Change-Management-Foundation Free Updates, Change-Management-Foundation Test Collection Pdf, Actual Change-Management-Foundation Test Answers, Cert Change-Management-Foundation Exam, Change-Management-Foundation Valid Exam Vce

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APMG-International Change Management Foundation Exam Sample Questions (Q75-Q80):

NEW QUESTION # 75
Which definition describes 'transition' in Bridges' model of human transitions?

  • A. The physical process of adopting new changes
  • B. The time elapsed between letting go of the old and experimenting with new ways
  • C. The emotional process of adjusting to a change
  • D. The planned actions required to make a change

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
William Bridges' Transition Model is a key framework in the APMG Change Management Foundation, distinguishing between change (the external event) and transition (the internal psychological process). The model has three phases: Ending, Losing, Letting Go; Neutral Zone; and New Beginning. Let's evaluate each option with extensive detail:
*Option A: "The planned actions required to make a change" - This describes the mechanics of change (e.g., implementing a new system), not transition. Bridges focuses on the human experience, not logistical steps, so this is incorrect.
*Option B: "The emotional process of adjusting to a change" - This is the correct definition. Bridges emphasizes that transition is about how people emotionally and psychologically adapt to change. For example, when a company relocates, the change is the move, but the transition involves employees grieving the old office, feeling disoriented, and eventually embracing the new space. The APMG framework highlights this emotional journey as central to Bridges' model.
*Option C: "The time elapsed between letting go of the old and experimenting with new ways" - This partially aligns with the Neutral Zone phase but is too narrow. Transition encompasses the entire process (all three phases), not just a time segment, making this incomplete.
*Option D: "The physical process of adopting new changes" - This again focuses on external actions (e.g., using new tools), not the internal adjustment Bridges describes, so it's incorrect.
Option B captures the essence of Bridges' model: transition is an emotional, human-centered process, distinct from the tangible aspects of change. The APMG materials use this to explain why managing feelings-like resistance or hope-is critical during change initiatives.


NEW QUESTION # 76
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. A statement of the differences between the current and future states
  • C. The planned frequency of staff engagement surveys
  • D. An organization chart showing senior positions in the new structure

Answer: A

Explanation:
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)


NEW QUESTION # 77
Which of the key principles for building and maintaining engagement throughout change is demonstrated through sharing information about why change is necessary and when it will take place?

  • A. Transparency
  • B. Empathy
  • C. Inclusivity
  • D. Connectivity

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation identifies Transparency as one of four engagement principles (alongside Inclusivity, Connectivity, and Dialogue). Sharing information about "why change is necessary and when it will take place" exemplifies Transparency (Option C), as it involves openly communicating critical details to build trust and clarity. Inclusivity (A) focuses on involving people, Connectivity (B) on linking stakeholders, and Empathy (D) on understanding emotions-none of which directly address the act of sharing information as described.


NEW QUESTION # 78
Why do Line Leaders make effective Change Agents?

  • A. They have local decision-making authority
  • B. They can support and influence local staff
  • C. As leaders they are unaffected by the change
  • D. They have the time to dedicate to the change

Answer: B

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Line Leaders are pivotal in change management, as per the APMG Change Management Foundation, due to their proximity to frontline staff. Option C ("They can support and influence local staff") is correct because their role enables them to provide direct support, address concerns, and model change behaviors, influencing their teams effectively. Option A overstates their authority, Option B is false as they are affected by change, and Option D is unrealistic given their operational duties. Their effectiveness lies in their local influence and support capacity.


NEW QUESTION # 79
When assessing the severity of change impacts during a stakeholder impact assessment, what is meant by the coverage of impact?

  • A. The probability of unintended consequences affecting a stakeholder group
  • B. The number of change agents required to support the change
  • C. The number of change initiatives affecting a specific stakeholder category
  • D. The proportion of a given stakeholder group that are impacted by a change

Answer: D

Explanation:
Explanation
When assessing the severity of change impacts during a stakeholder impact assessment, one of the criteria that can be used is the coverage of impact. The coverage of impact refers to the proportion of a given stakeholder group that are impacted by a change. For example, if a change affects 80% of the employees in a department, the coverage of impact is high. The other options are not criteria for assessing the severity of change impacts, but rather factors or outcomes of other processes or activities in the change process


NEW QUESTION # 80
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