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APMG-International Change Management Foundation Exam Sample Questions (Q73-Q78):

NEW QUESTION # 73
Which action is a suitable response when resistance to change is shown through sabotage?

A. Accept that deliberate attempts to undermine change are inevitable
B. Ensure saboteurs are excluded from any involvement with the change
C. Allocate important change tasks to the saboteurs
D. Ignore the saboteurs and hope that people will NOT be influenced

Answer: C

Explanation:
Explanation
Resistance to change is a common reaction that occurs when people perceive a threat or loss from the change.
Resistance can be shown in different ways, such as denial, avoidance, passive-aggressive behavior, or sabotage. Sabotage is a deliberate attempt to undermine or obstruct the change. To deal with sabotage, change leaders should try to understand the reasons behind it and address them constructively. One possible action is to allocate important change tasks to the saboteurs, as this can increase their involvement, ownership, and accountability for the change. The other options are not suitable responses, as they either ignore, isolate, or accept the sabotage, which can worsen the situation and damage the change. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 74
How does change management contribute to benefits?

A. Produces all of the outcomes required to deliver benefits
B. Encourages users to make the best use of the new situation
C. Ensures dis-benefits are avoided
D. Provides ultimate accountability for the benefits of a change

Answer: B

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Change management's role in benefits realization is a critical theme in the APMG Change Management Foundation, focusing on enabling people to adopt and optimize change. Let's explore each option in depth:
*Option A: "Encourages users to make the best use of the new situation" - This is correct. Change management ensures benefits by preparing, supporting, and motivating people to embrace and maximize the change. For example, training staff on a new CRM system ensures they use its features effectively, driving benefits like increased sales. The framework defines this as change management's primary contribution:
aligning human behavior with intended outcomes.
*Option B: "Ensures dis-benefits are avoided" - While change management mitigates risks (e.g., resistance), avoiding dis-benefits entirely is not its core focus or guarantee. This is more a project management responsibility, making this incorrect.
*Option C: "Provides ultimate accountability for the benefits of a change" - Accountability lies with sponsors or business owners, not change management, which supports rather than owns benefits realization. This is false per the APMG roles delineation.
*Option D: "Produces all of the outcomes required to deliver benefits" - Change management influences adoption but doesn't produce all outcomes (e.g., technical delivery), which involves other disciplines. This overstates its scope.
Option A aligns with the APMG emphasis on adoption and utilization as the bridge between change delivery and benefits, making it the most accurate answer.

NEW QUESTION # 75
Social neuroscience summarizes 5 brain processes involved in social situations using the mnemonic SCARF.
What does the F represent?

A. Fairness
B. Fight
C. Fear
D. Faith

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The SCARF model, developed by David Rock and integrated into the APMG Change Management Foundation, describes five domains influencing brain responses in social contexts: Status, Certainty, Autonomy, Relatedness, and Fairness. The "F" stands for Fairness (Option A), which reflects the brain's sensitivity to equitable treatment. Faith (B), Fear (C), and Fight (D) are not part of the SCARF model, making Fairness the correct answer aligned with neuroscience principles in change management.

NEW QUESTION # 76
Which is a factor used in the 'change formula' (Beckhard and Harris)?

A. Level of dissatisfaction with the status quo
B. Expected return on investment and benefits
C. Elapsed time it will take to achieve the change
D. The quality of the leadership

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The Beckhard and Harris Change Formula (D x V x F > R) in APMG drives motivation. Only A (Dissatisfaction) is a factor-others are external considerations, not formula components.

NEW QUESTION # 77
When building a change delivery scorecard, which of the different views on value are achieved through a measurable increase in sales?

A. Internal
B. Learning & Growth
C. Financial
D. Customer

Answer: C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The change delivery scorecard is often based on the Balanced Scorecard framework (developed by Kaplan and Norton), which is widely referenced in change management to measure the success ofchange initiatives across multiple perspectives. The APMG Change Management Foundation materials emphasize that the scorecard evaluates value from four key views: Financial, Customer, Internal (Processes), and Learning & Growth. A measurable increase in sales directly relates to revenue and profitability, which are core indicators of financial performance. This aligns with the Financial perspective, as it focuses on tangible monetary outcomes that demonstrate the economic success of the change. The Customer perspective focuses on satisfaction and loyalty, Internal on process efficiency, and Learning & Growth on capability development- none of which directly measure sales increases.

NEW QUESTION # 78
......

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Change Management Change-Management-Foundation pdf braindumps & Change-Management-Foundation practice exam test

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APMG-International Change Management Foundation Exam Sample Questions (Q73-Q78):

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