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APMG-International Change Management Foundation Exam Sample Questions (Q94-Q99):

NEW QUESTION # 94
According to Schein, which approach would decrease learning anxiety?

A. Encourage staff to try new things
B. Penalising staff who make mistakes
C. Reminding the stakeholders of all the times they have failed to change
D. Creating a sense that the organization might fail if the change is NOT made.

Answer: A

Explanation:
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 (page 11)

NEW QUESTION # 95
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. It is unnecessary to consider the impact of change on the dissatisfiers
C. Beyond a certain level, improving dissatisfiers does not lead to job satisfaction
D. The dissatisfiers are related to the work itself, rather than its context

Answer: C

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.References: https://apmg-international.com
/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2026%20-%20v1.0.pdf (page 11)

NEW QUESTION # 96
Which is a correct description of how Tuckman's five phases of team development work in practice?

A. An equal amount of time is spent in each stage
B. Once a stage is completed a team never returns to it.
C. Successful teams always stay in the performing stage
D. Teams may go backwards or oscillate between the stages

Answer: B

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.

NEW QUESTION # 97
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. Neither 1 or 2 is true
B. Both 1 and 2 are true
C. Only 1 is true
D. Only 2 is the true

Answer: C

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

NEW QUESTION # 98
When holding a facilitated workshop to identify stakeholders for a change, which technique is the MOST useful for capturing this information?

A. Mindmapping
B. Empathay maps
C. Stakeholder Radar
D. Personas

Answer: A

Explanation:
Explanation
Mindmapping is a technique that is most useful for capturing information when holding a facilitated workshop to identify stakeholders for a change. Mindmapping is a visual way of organizing and presenting information that allows participants to brainstorm ideas, identify connections, and group similar stakeholders together.
Mindmapping can help to create a comprehensive and clear picture of all the stakeholders involved in a change initiative.
References:
* https://apmg-international.com/files/document/change-management-foundation-online-brochure
* https://www.mindtools.com/pages/article/newISS_01.htm

NEW QUESTION # 99
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