Change Management Foundation 시험 - APMG-International실제시험문제와 답 - 50문항

Question No : 1

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.Activist
B.Refector
C.Progmalist
D.Theorist

정답:
Explanation:
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.
Reference:
https://expertprogrammanagement.com/2020/10/honey-and-mumford/
https://www.simplimba.com/honey-and-mumford-model/

Question No : 2

According to the Bechard and Harris change formula’ which response will increase an individual’s dissatisfaction with the status quo?

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

정답:
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.

Question No : 3

When assessing the severity of change impacts during a stakeholder impact assessment, what is meant by the coverage of impact?

A.The number of change initiatives affecting a specific stakeholder category
B.The probability of unintended consequences affecting a stakeholder group
C.The number of change agents required to support the change
D.The proportion of a given stakeholder group that are impacted by a change

정답:
Explanation:
When assessing the severity of change impacts during a stakeholder impact assessment, one of the criteria that can be used is the coverage of impact. The coverage of impact refers to the proportion of a given stakeholder group that are impacted by a change. For example, if a change affects 80% of the employees in a department, the coverage of impact is high. The other options are not criteria for assessing the severity of change impacts, but rather factors or outcomes of other processes or activities in the change process

Question No : 4

Which is an effect in an organization if the psychological contract between an organization and its staff is broken?

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

정답:
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.

Question No : 5

What is the First step of Kotter’s eight-step model for planning and leading organizational change?

A.Communicating the change vision
B.Generating short term wins
C.Empowering employees for broad-based action
D.Establishing a sense of urgency

정답:
Explanation:
Kotter’s model for planning and leading organizational change is an eight-step model that describes how to initiate and sustain a successful change.
The eight steps are: Establishing a sense of urgency
Creating the guiding coalition
Developing a vision and strategy
Communicating the change vision
Empowering employees for broad-based action
Generating short-term wins
Consolidating gains and producing more change
Anchoring new approaches in the culture
Therefore, the first step of Kotter’s model is establishing a sense of urgency.

Question No : 6

Which workplace provision addresses Maslow’s social needs?

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

정답:
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)

Question No : 7

Which approach to fostering engagement and collaboration represents best practice for getting the MOST from social channels during change?

A.Make clear to people what is considered acceptable use of social media
B.Encourage people to make unrestricted use of social media
C.Allow people to evolve local rules on how to use social media
D.Encourage individuals to link workplace social media wit external contacts

정답:
Explanation:
Social media is a type of communication channel that allows for online interaction and collaboration among people. Social media can be used to foster engagement and collaboration during change, as it can provide information, feedback, support, and innovation. However, social media also poses some challenges and risks, such as misinformation, distraction, or conflict. Therefore, the best practice for getting the most from social channels during change is to make clear to people what is considered acceptable use of social media, such as the purpose, tone, frequency, and content of the messages. The other options are not best practices, as they either encourage unrestricted or restricted use of social media, which can have negative consequences for the change.

Question No : 8

What step in Kotter’s model for planning and leading organizational change focuses on setting up the leadership team to drive the change?

A.Communicating the change vision
B.Empowering employees for broad-based action
C.Generating short-term wins
D.Creating the guiding coalition

정답:
Explanation:
Kotter’s model for planning and leading organizational change is an eight-step model that describes how to initiate and sustain a successful change.
The eight steps are: Establishing a sense of urgency
Creating the guiding coalition
Developing a vision and strategy
Communicating the change vision
Empowering employees for broad-based action
Generating short-term wins
Consolidating gains and producing more change
Anchoring new approaches in the culture
Therefore, the step that focuses on setting up the leadership team to drive the change is creating the guiding coalition.
Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %2033%20-%20v1.0.pdf (page 11)

Question No : 9

Which advice is given about managing the ‘complex responsive processes’ that surround emergent change?

A.He prepared to spend time addressing every specific issue that anses
B.Focus on the main purpose of the change father than specific events
C.Restrict communications about change to only those who need to know
D.Ignore any ‘unofficial’ discussions between managers and staff

정답:
Explanation:
Emergent change is a type of change that arises from within an organization, rather than being imposed from outside. Emergent change is influenced by complex responsive processes, which are the patterns of interaction and communication that occur among people in an organization. To manage these processes, change leaders should focus on the main purpose of the change rather than specific events, as this helps to create a shared vision and direction for the change. The other options are not good advice for managing complex responsive processes, as they either ignore, restrict, or overreact to them, which can hinder the emergence and adaptation of the change.
Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %2032%20-%20v1.0.pdf (page 11)

Question No : 10

When starting to identify the impacts of a change initiative, which description BEST fits one of the recommended key inputs?

A.An assessment of where people are on the change curve
B.An organization chart showing senior positions in the new structure
C.A statement of the differences between the current and future states
D.The planned frequency of staff engagement surveys

정답:
Explanation:
When starting to identify the impacts of a change initiative, one of the recommended key inputs is a statement of the differences between the current and future states. This helps to define the scope, scale, and nature of the change, as well as the gaps and opportunities that need to be addressed. The other options are not key inputs for identifying the impacts of a change initiative, but rather outcomes or activities of other processes or stages in the change process.
Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %2031%20-%20v1.0.pdf (page 11)

Question No : 11

Which is the BEST example of a disadvantage to an organization of making or marketing an external appointment to a change learn?

A.An increased risk that people will feel change is being imposed
B.Too much knowledge of how things work and terminology used
C.They may not devote of their time to the change
D.Lack of an emotional connection to how things work now.

정답:
Explanation:
Making or marketing an external appointment to a change team is a decision that can have advantages and disadvantages for an organization. One possible disadvantage is that it can increase the risk that people will feel change is being imposed by outsiders who do not understand or care about their situation or needs. This can lead to resentment, resistance, or distrust among the staff or stakeholders affected by the change. Therefore, option A is the best example of a disadvantage of making or marketing an external appointment to a change team. The other options are not disadvantages, as they either imply advantages or are not related to making or marketing an external appointment.
Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %2030%20-%20v1.0.pdf (page 11)

Question No : 12

Which is a benefit of using change agent networks?

A.They take charge of defining and appropriate strategy for change
B.They take accountability for delivering all change objectives within agreed timescales
C.They provide reports to management on staff performance
D.They help people keep up to date and involved in the change

정답:
Explanation:
Change agent networks are groups of people who act as advocates, champions, or ambassadors for a change within an organization. They can help to communicate, implement, and sustain the change at different levels and locations. One of the benefits of using change agent networks is that they help people keep up to date and involved in the change, as they provide information, feedback, support, and guidance throughout the change process. The other options are not benefits of using change agent networks, as they either imply different roles or responsibilities for the change agent networks or are not relevant to their function.
Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %2029%20-%20v1.0.pdf (page 11)

Question No : 13

Which action is a suitable response when resistance to change is shown through sabotage?

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

정답:
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.
Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %2028%20-%20v1.0.pdf (page 11)

Question No : 14

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 engage people with the challenges ahead and how can be overcome
D.Stories entertain and help people relax, so they can be more positive about the change

정답:
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.
Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2027%20-%20v1.0.pdf (page 11)

Question No : 15

In Herzberg’s studies on job satisfaction, which statement about dissatisfies Chygene factors’) is true?

A.Dissatisfiers are the only factors that can be influenced in the work place.
B.Beyond a certain level, improving dissatisfiers does not lead to job satisfaction
C.It is unnecessary to consider the impact of change on the dissatisfiers
D.The dissatisfiers are related to the work itself, rather than its context

정답:
Explanation:
According to Herzberg’s research, job satisfaction and dissatisfaction are influenced by two different sets of factors: motivators and hygiene factors. Motivators are factors that lead to high job satisfaction and motivation, such as achievement, recognition, responsibility, advancement, and growth. Hygiene factors are factors that do not cause satisfaction, but can cause dissatisfaction if they are absent or inadequate, such as working conditions, salary, security, and supervision. Beyond a certain level, improving dissatisfiers (hygiene factors) does not lead to job satisfaction, as they only prevent dissatisfaction. To increase job satisfaction, motivators need to be enhanced or introduced. Therefore, statement B is true. The other statements are not true, as they either contradict or misinterpret Herzberg’s theory.
Reference: https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %2026%20-%20v1.0.pdf (page 11)

APMG-International Change Management Foundation 시험