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

Topic	Details
Topic 1	Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.
Topic 2	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.
Topic 3	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 4	Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural 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	Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
Topic 7	communication methods and channels, and effective messaging for different stakeholder groups.
Topic 8	Communication in Change Management: This section covers developing a communication strategy
Topic 9	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 10	Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.

APMG-International Change Management Foundation Exam Sample Questions (Q74-Q79):

NEW QUESTION # 74
Social neuroscience summarizes 5 brain processes involved in social situations using the mnemonic SCARF.
What does the F represent?

A. Fairness
B. Fear
C. Fight
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 # 75
Which is an effect in an organization if the psychological contract between an organization and its staff is broken?

A. There will be no effect if senior managers maintain discipline
B. Staff will be more willing to help achieve the outcomes of change
C. The likelihood of achieving performance targets reduces.
D. Additional change agents will be need to be appointed

Answer: B

Explanation:
The psychological contract is the unwritten and implicit agreement between an organization and its employees, which defines their mutual expectations and obligations. The psychological contract can be broken when either party fails to fulfill their promises or obligations, such as changing the terms and conditions of employment, reducing the benefits or rewards, or violating the trust or respect. When the psychological contract is broken, it can have negative effects on the organization, such as lower employee engagement, commitment, and loyalty; higher turnover, absenteeism, and grievances; and lower productivity, quality, and innovation. Therefore, one of the effects of breaking the psychological contract is that the likelihood of achieving performance targets reduces. The other options are not effects of breaking the psychological contract, but rather causes or consequences of other factors.

NEW QUESTION # 76
Which action is a suitable response when resistance to change is shown through sabotage?

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

Answer: D

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 # 77
According to Lewin's Force-field analysis' which action needs to occur if an organization desires to make change more quickly?

A. Restraining forces to be increased
B. Driving forces need to be decreased
C. Driving forces need to be augmented
D. Resisting forces need to be increased

Answer: C

Explanation:
Explanation
Lewin's force-field analysis is a tool to identify the driving and restraining forces for a change. Driving forces are those that push for the change, while restraining forces are those that oppose or resist the change. To make change more quickly, driving forces need to be augmented (increased or strengthened) and/or restraining forces need to be reduced or removed. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)

NEW QUESTION # 78
Which advantage relates to using a Persona to understand a stakeholder group?

A. Facilities more creative and innovative thinking amongst members of this stakeholder group
B. Enable a better understanding of the level of influence this stakeholder group has in the organization
C. Allow tracking of how the members of this stakeholder group performance against their objectives
D. Allow checking of proposed solutions against this Persona to ensure solutions provide what is needed

Answer: D

Explanation:
Explanation
A Persona is a fictional representation of a typical member of a stakeholder group, based on real data and insights. A Persona can help to understand the needs, goals, motivations, and challenges of a stakeholder group, as well as their attitudes and behaviors towards a change. One advantage of using a Persona is that it allows checking of proposed solutions against this Persona to ensure solutions provide what is needed and address any potential issues or concerns.
References:
* https://apmg-international.com/files/document/change-management-foundation-online-brochure
* https://www.mindtools.com/pages/article/personas.htm

NEW QUESTION # 79
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