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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

communication methods and channels, and effective messaging for different stakeholder groups.

Topic 3

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 4

Measuring and Sustaining Change: In this section, the focus is on the key performance indicators for change initiatives, monitoring and evaluating change progress, and strategies for sustaining change.

Topic 5

Introduction to Change Management: ThiLewin's 3-Stage Model, Kotter's 8-Step Process, ADKAR Model, s section covers the definition and importance of change management, types of organizational change, and the role of change managers.

Topic 6

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

Topic 7

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

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APMG-International Change-Management-Foundation Certification Exam Questions in 3 User-Friendly Formats

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APMG-International Change Management Foundation Exam Sample Questions (Q60-Q65):

NEW QUESTION # 60
According to Pink, which three factors are key motivators for "knowledge work"?

A. Dissatisfiers, rewards, and safety
B. Hygiene factors, autonomy, and self-actualization
C. Autonomy, mastery, and purpose
D. Autonomy, safety, and self-esteem

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Daniel Pink's motivation theory, integrated into the APMG Change Management Foundation, redefines drivers for knowledge work (tasks requiring creativity and problem-solving). Let's unpack this thoroughly:
*Pink's Theory: In Drive, Pink argues traditional motivators (e.g., pay) are insufficient for knowledge workers. He proposes three intrinsic factors: Autonomy (control over work), Mastery (improving skills), and Purpose (connecting to a larger goal). These resonate with modern change contexts where engagement is key.
*Option A: Dissatisfiers, rewards, and safety - Dissatisfiers and rewards echo Herzberg's extrinsic factors (e.
g., salary), while safety might relate to job security. Pink critiques these as outdated for knowledge work, focusing instead on intrinsic drivers, so this is incorrect.
*Option B: Autonomy, safety, and self-esteem - Autonomy fits Pink's model, but safety and self-esteem align more with Maslow's hierarchy (security and esteem needs) than Pink's focus. They're not his core triad, making this wrong.
*Option C: Hygiene factors, autonomy, and self-actualization - Hygiene factors (Herzberg's term for basics like pay) aren't Pink's focus, though autonomy is correct. Self-actualization (Maslow) is broader than Mastery or Purpose, missing Pink's specificity.
*Option D: Autonomy, mastery, and purpose - Correct. Autonomy lets workers shape their tasks (e.g., choosing how to implement a change). Mastery drives skill growth (e.g., mastering a new tool). Purpose ties work to meaning (e.g., improving customer lives). The APMG framework applies this to change, like motivating a team to adopt a system by giving them control, skill-building, and a clear "why."
*Example: A developer adopting Agile might thrive with autonomy (setting their sprint tasks), mastery (learning new coding techniques), and purpose (enhancing user experience), aligning with Pink's model and APMG's use in knowledge-intensive change.
*Contrast: Unlike Herzberg's external motivators, Pink's factors are internal, making Option D uniquely accurate.

NEW QUESTION # 61
Which of the following statements about the 'change curve' are true?
1.The 'change curve' describes a normal human reaction to change
2.The 'change curve' only applies to changes that are perceived as negative

A. Neither 1 nor 2 is true
B. Only 1 is true
C. Both 1 and 2 are true
D. Only 2 is true

Answer: B

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The Change Curve (Kubler-Ross) in APMG outlines emotional stages (e.g., denial, acceptance). Statement 1 is true-it's a normal reaction. Statement 2 is false-it applies to all significant changes (e.g., a promotion), not just negative ones. Thus, A.

NEW QUESTION # 62
According to Tiompenaars and harronden-Turner, which example is a level three basic assumption' expression of culture?

A. The team motto is 'to deliver excellent service'
B. Senior management grades are entitled to 'executive' chairs
C. Meeting customer need is more important than profit
D. The required behaviors are set out in the employee's guide

Answer: D

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

NEW QUESTION # 63
According to the Bechard and Harris change formula' which response will increase an individual's dissatisfaction with the status quo?

A. Communicate the danger of inaction
B. Focus on the benefits of the change
C. Amend performance targets during the change
D. Clarify the steps users need to take

Answer: D

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.

NEW QUESTION # 64
Which is an engagement level of Mayfield's stakeholder radar technique?

A. Ideal
B. Must have
C. Vital
D. Required

Answer: C

Explanation:
Mayfield's stakeholder radar technique identifies four levels of engagement for stakeholders: required, desired, actual, and planned. The required level of engagement is the minimum level that is necessary for the stakeholder to support the change or at least not resist it.References: https://apmg-international.com/sites
/default/files/Change%20Management%20Foundation%20Sample%20Paper%202%20-%20v1.0.pdf (page
11)

NEW QUESTION # 65
......

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Jon Ward Jon Ward

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