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Change-Management-Foundation Fragen Beantworten, Change-Management-Foundation Schulungsunterlagen

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>> Change-Management-Foundation Fragen Beantworten <<

Change-Management-Foundation Schulungsunterlagen, Change-Management-Foundation Testengine

Durch APMG-International Change-Management-Foundation Zertifizierungsprüfung wird sich viel Wandel bei Ihnen vollziehen. Beispielsweise werden Ihr Beruf und Leben sicher viel verbessert, weil die APMG-International Change-Management-Foundation Zertifizierungsprüfung sowieso eine ziemlich wichtige Prüfung ist. Aber so einfach ist es nicht, diese Prüfung zu bestehen.

APMG-International Change-Management-Foundation Prüfungsplan:

Thema
Einzelheiten

Thema 1

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.

Thema 2

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.

Thema 3

Communication in Change Management: This section covers developing a communication strategy

Thema 4

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

Thema 5

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

Thema 6

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

Thema 7

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

Thema 8

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

Thema 9

Leadership and Change: In this section, the preference is given to the role of leadership in change management, change leadership styles, building and maintaining a guiding coalition, etc.

Thema 10

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.

APMG-International Change Management Foundation Exam Change-Management-Foundation Prüfungsfragen mit Lösungen (Q14-Q19):

14. Frage
Which workplace provision addresses Maslow's social needs?

A. Career development opportunities
B. Generous pensions
C. Team-building exercises
D. Job security

Antwort: C

Begründung:
Explanation
Maslow's hierarchy of needs is a theory that explains how people are motivated by different levels of needs.
The theory proposes five levels of needs: physiological, safety, social, esteem, and self-actualization. Social needs are the third level of needs, which refer to the need for belonging, love, and friendship. Team-building exercises are a type of workplace provision that addresses Maslow's social needs, as they help to create a sense of community, trust, and cooperation among employees. The other options are workplace provisions that address other levels of needs, such as physiological (generous pensions), safety (job security), or esteem (career development opportunities)

15. Frage
According to theBechard and Harris change formula' which response will increase an individual's dissatisfaction with the status quo?

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

Antwort: B

Begründung:
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.

16. Frage
Which MNTIpreference is characterized by being spontaneous and disliking detailed plans?

A. Perceiving
B. Feeling
C. Intuition
D. Introvert

Antwort: A

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

17. Frage
According to Honey and Munford, which learning style would team BEST through watching a video showing a new being undertaken in the work environment?

A. Refector
B. Theorist
C. Progmalist
D. Activist

Antwort: C

Begründung:
Reflectors are people who prefer to learn by observing and thinking about their experiences. They enjoy taking time to consider new information and ideas and tend to be thoughtful and analytical. Watching a video showing a new being undertaken in the work environment would suit their learning style as they can observe how others do it and reflect on the implications and outcomes.

18. Frage
Which statement describes an advantage of using storylelling to engage people's hearts and mind more fully when communicating change?

A. Stories primarily engage rational thought so people logically work out what to do
B. Stories engage people by providing detailed plans and timescales for change
C. Stories entertain and help people relax, so they can be more positive about the change
D. Stories engage people with the challenges ahead and how can be overcome

Antwort: D

Begründung:
Explanation
Storytelling is a technique to communicate change in a way that engages people's hearts and minds more fully.
Stories can convey the vision, purpose, and benefits of the change, as well as the challenges ahead and how they can be overcome. Stories can also inspire, motivate, and persuade people to support and participate in the change. Therefore, option C is the best example of an advantage of using storytelling to communicate change.
The other options are not advantages, as they either do not reflect the purpose of storytelling or do not engage people's hearts and minds. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

19. Frage
......

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Change-Management-Foundation Schulungsunterlagen: https://www.deutschpruefung.com/Change-Management-Foundation-deutsch-pruefungsfragen.html

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Lee Tate Lee Tate

Biography

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