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APMG-International Change-Management-Foundation Exam Syllabus Topics:

Topic
Details

Topic 1

Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.

Topic 2

Introduction to Change Management: This section covers the definition and importance of change management, types of organizational change, and the role of change managers.

Topic 3

Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques

Topic 4

Engaging and communicating with stakeholders, change Impact and Readiness, conducting change impact assessments, assessing organizational readiness for change, and identifying and managing resistance to change.

Topic 5

Change Management Models and Theories: This section discusses Lewin's 3-Stage Model, Kotter's 8-Step Process, ADKAR Model, and Kübler-Ross Change Curve.

Topic 6

Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.

Topic 7

Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.

APMG-International Change Management Foundation Exam Sample Questions (Q89-Q94):

NEW QUESTION # 89
In Herzberg's studies on job satisfaction, which statement about dissatisfiesChygene factors') is true?

A. Dissatisfiers are the only factors that can be influenced in the work place.
B. Beyonda certain level, improving dissatisfiers does not lead to job satisfaction
C. It is unnecessary to consider the impact of change on the dissatisfiers
D. The dissatisfiers are related to the workitself, rather than its context

Answer: B

Explanation:
Explanation
According to Herzberg's research, job satisfaction and dissatisfaction are influenced by two different sets of factors: motivators and hygiene factors. Motivators are factors that lead to high job satisfaction and motivation, such as achievement, recognition, responsibility, advancement, and growth. Hygiene factors are factors that do not cause satisfaction, but can cause dissatisfaction if they are absent or inadequate, such as working conditions, salary, security, and supervision. Beyond a certain level, improving dissatisfiers (hygiene factors) does not lead to job satisfaction, as they only prevent dissatisfaction. To increase job satisfaction, motivators need to be enhanced or introduced. Therefore, statement B is true. The other statements are not true, as they either contradict or misinterpret Herzberg's theory. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 90
Which is a benefit of using change agent networks?

A. They help people keep up to date and involved in the change
B. They take accountability for delivering all change objectives within agreed timescales
C. They provide reports to management on staff performance
D. They take charge of defining and appropriate strategy for change

Answer: A

Explanation:
Change agent networks are groups of people who act as advocates, champions, or ambassadors for a change within an organization. They can help to communicate, implement, and sustain the change at different levels and locations. One of the benefits of using change agent networks is that they help people keep up to date and involved in the change, as they provide information, feedback, support, and guidance throughout the change process. The other options are not benefits of using change agent networks, as they either imply different roles or responsibilities for the change agent networks or are not relevant to their function.References: https://apmg- international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2029%
20-%20v1.0.pdf (page 11)

NEW QUESTION # 91
An organization has decided to roll out the transition to a new software application one department at a time.
What type of delivery strategy is being adopted?

A. Voluntary Adoption
B. Big Bang
C. Phased
D. Many small incremental/iterative releases

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation outlines several change delivery strategies. A Phased approach (Option B) involves rolling out change gradually across segments (e.g., one department at a time), allowing controlled implementation and adjustment. This contrasts with Big Bang (A), where change occurs simultaneously across the organization; Voluntary Adoption (C), where individuals opt-in; and Many small incremental/iterative releases (D), which involve frequent small updates rather than departmental phases. The scenario clearly describes a phased rollout.

NEW QUESTION # 92
Which statement describes 'confirmation bias'?

A. People like continuity and find ways to avoid change
B. People assume that information that is easy to access will be the most important
C. People pay most attention to facts agree with their current opinions
D. People allow their ideas to be shaped by what most other people are starting to believe

Answer: A

Explanation:
Confirmation bias is a cognitive bias that causes people to pay more attention to facts that agree with their current opinions and ignore or discount facts that contradict them. Confirmation bias can affect how people perceive, interpret, and remember information, as well as how they make decisions and judgments.
Confirmation bias can hinder learning and change, as people may resist or reject new information that challenges their existing beliefs or assumptions.

NEW QUESTION # 93
According to Morgan, what metaphor describes an organization where formal management of change is impossible?

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

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.

NEW QUESTION # 94
......

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Rob Ward Rob Ward

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