APMG-International Change-Management-Foundation Exam Practice Test Instant Access

Question 1

When holding a facilitated workshop to identify stakeholders for a change, which technique is the MOST useful for capturing this information?

AMindmapping

BStakeholder Radar

CPersonas

DEmpathay maps

Answer : A

Mindmapping is a technique that is most useful for capturing information when holding a facilitated workshop to identify stakeholders for a change. Mindmapping is a visual way of organizing and presenting information that allows participants to brainstorm ideas, identify connections, and group similar stakeholders together. Mindmapping can help to create a comprehensive and clear picture of all the stakeholders involved in a change initiative.

https://apmg-international.com/files/document/change-management-foundation-online-brochure

https://www.mindtools.com/pages/article/newISS_01.htm

Question 2

Which statement describes 'shared values' in the McKinsey 7S model?

AThe ability of employees to perform their roles

BThe introduction of matrix management

CThe attitude of staff toward their work

DThe management style adopted by senior leaders

Answer : C

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. Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2012%20-%20v1.0.pdf (page 11)

Question 3

Which MNTI preference is characterized by being spontaneous and disliking detailed plans?

AIntuition

BFeeling

CPerceiving

DIntrovert

Answer : C

According to the Myers-Briggs Type Indicator (MBTI), perceiving is one of the four preference pairs that describe how people interact with the world and make decisions. Perceiving refers to preferring to keep options open, being spontaneous, and disliking detailed plans. The other options are not preferences, but dimensions of preferences. Intuition and feeling are opposite to sensing and thinking, respectively, while introvert is opposite to extrovert. Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2011%20-%20v1.0.pdf (page 11)

Question 4

Which management approach is recommended to help people through the neutral zone' phase of Gridges' model of human transition?

AHold on to established routines wherever possible

BReduce gossip by limiting social occasions at work.

CDirect feedback through the normal line management processes

DDescribe this period as an opportunity to learn

Answer : D

Bridges' 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. Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2010%20-%20v1.0.pdf (page 11)

Question 5

According to Glaser and Glaser, which element of team effectives enables team members to help each other address challenges?

ATeam mission, planning and goal setting.

BTeam roles

CTeam operating processes

DTeam inter-personal relationships

Answer : D

According 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. Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%209%20-%20v1.0.pdf (page 11)

Question 6

Which of the following statements about the change severity assessment 'environment' impact are true?

The amount of other activity happening at the same time as the charge is a factor

The common values and behaviors in the organization is a factor.

AOnly1 is true

BOnly 2 is true

CBoth 1 and Z are true

DNeither 1 or 2 is true

Answer : C

The change severity assessment is a tool to evaluate the impact of a change on different dimensions, such as environment, organization, individuals, and project. The environment dimension considers the external and internal factors that affect the change, such as market conditions, competitors, regulations, culture, values, and behaviors. The amount of other activity happening at the same time as the change and the common values and behaviors in the organization are both factors that belong to the environment dimension. Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%208%20-%20v1.0.pdf (page 11)

Question 7

According to Tiompenaars and harronden-Turner, which example is a level three basic assumption' expression of culture?

AMeeting customer need is more important than profit

BSenior management grades are entitled to 'executive' chairs

CThe team motto is 'to deliver excellent service'

DThe required behaviors are set out in the employee's guide

Answer : A

According 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. Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%207%20-%20v1.0.pdf (page 11)

APMG-International Change Management Foundation Exam Practice Test