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APMG-International Change-Management-Foundation Exam Sample Questions

Question # 1

Which is a description of the role of Line Management in the change process?

A. Develops communications networks across the organization

B. Tests thinking and advises on effective delivery of change

C. Provides financial resources to support specific change tasks

D. Ensure senior managers are committed to the changes

Answer

B. Tests thinking and advises on effective delivery of change

Explanation:

According to the Change Management Institute’s Change Management Roles Model, there are four main roles in change: Idea-Generator, Sponsor, Change Agent, and Target. Line Management is a sub-role of Change Agent, which is the role that promotes an idea to potential Sponsors and implements the change once it is approved. Line Management tests thinking andadvises on effective delivery of change, as well as supports and coaches staff through the change. The other options are not descriptions of the role of Line Management, but rather of other roles or activities in the change process. References: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2021%20-%20v1.0.pdf (page 11)

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Question # 2

Which is a correct description of how Tuckman’s five phases of team development work in practice?

A. Once a stage is completed a team never returns to it.

B. Successful teams always stay in the performing stage

C. Teams may go backwards or oscillate between the stages

D. An equal amount of time is spent in each stage

Answer

C. Teams may go backwards or oscillate between the stages

Explanation:

Tuckman’s five phases of team development are a model that describes how teams evolve and mature over time. The five phases are: forming, storming, norming, performing, and adjourning. In practice, teams may not follow these phases in a linear or sequential way, but may go backwards or oscillate between the stages depending on various factors, such as changes in goals, leadership, membership, or context. Therefore, team leaders and members need to be aware of the current stage of their team and adapt their behaviors and actions accordingly.

References:

https://www.mindtools.com/pages/article/newLDR_86.htm
https://www.researchgate.net/publication/235298447_Developmental_Sequence_in_Small_Groups

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Question # 3

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.

A. Only1 is true

B. Only 2 is true

C. Both 1 and Z are true

D. Neither 1 or 2 is true

Answer

Explanation:

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.

References: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%208%20-%20v1.0.pdf (page 11)

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Question # 4

According to Schein, which approach would decrease learning anxiety?

A. Reminding the stakeholders of all the times they have failed to change

B. Encourage staff to try new things

C. Penalising staff who make mistakes

D. Creating a sense that the organization might fail if the change is NOT made.

Answer

B. Encourage staff to try new things

Explanation:

According to Schein, learning anxiety is the fear or discomfort that people experience when they are asked to learn something new or change their behavior. To decrease learning anxiety, change leaders should create psychological safety, which is the sense of trust and support that people feel when they are learning or changing. One way to create psychological safety is to encourage staff to try new things and experiment without fear of failure or punishment. The other options would increase learning anxiety, as they would create more pressure, stress, and negativity for the staff.

References: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%206%20-%20v1.0.pdf (page 11)

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Question # 5

Which of the following statement about communication approaches that encourage engagement during change are true? It is helpful to delay communication until all the information is avoiding the risk of misleading people with insufficient data. An external communications agency should be asked to relay messages when dealing with a difficult change.

A. Only 1 is true

B. Only 2 is the true

C. Both 1 and 2 are true

D. Neither 1 or 2 is true

Answer

D. Neither 1 or 2 is true

Explanation:

Communication approaches that encourage engagement during change should be timely, transparent, honest, consistent, and two-way. It is not helpful to delay communication until all the information is available, as this can create uncertainty and anxiety among stakeholders. It is also not advisable to use an external communications agency to relay messages when dealing with a difficult change, as this can undermine trust and credibility of the change leaders.

References:

https://apmginternational.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%201%20-%20v1.0.pdf (page 11)

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