APMG-International Change-Management-Foundationリアル試験問題保証付き更新された問題集
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質問 # 31
Which statement describes 'shared values' in the McKinsey 7S model?
- A. The management style adopted by senior leaders
- B. The ability of employees to perform their roles
- C. The attitude of staff toward their work
- D. The introduction of matrix management
正解：C
解説：
Explanation
The McKinsey 7S model is a framework to analyze and improve organizational performance and effectiveness. The model consists of seven interrelated elements: strategy, structure, systems, shared values, skills, style, and staff. Shared values refer to the core values and beliefs that guide the organization's vision, mission, and culture. The attitude of staff toward their work is an example of shared values. The other options are examples of other elements in the model. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
質問 # 32
Which item should be included within the communication plan?
- A. The expected benefits of implementing a change
- B. The reasons behind change initiative and the priorities for implementation
- C. How the results of a communication activity will be monitored and evaluated
- D. Details on what preparations have the completed prior to a change
正解：C
解説：
Explanation
A communication plan is a document that outlines the objectives, strategies, tactics, channels, audiences, messages, and metrics for communicating about a change initiative. One of the essential items that should be included in a communication plan is how the results of a communication activity will be monitored and evaluated. This involves defining the criteria and methods for measuring the effectiveness and impact of the communication activities, such as feedback surveys, focus groups, analytics, or indicators of awareness, understanding, and support for the change.
References:
* https://www.yourthoughtpartner.com/blog/change-management-communication
* https://www.prosci.com/resources/articles/communications-checklist-for-change-management
質問 # 33
Which is a benefit of using change agent networks?
- A. They help people keep up to date and involved in the change
- B. They take accountability for delivering all change objectives within agreed timescales
- C. They provide reports to management on staff performance
- D. They take charge of defining and appropriate strategy for change
正解：A
解説：
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. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
質問 # 34
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 oftheir time to the change
- D. Lack of an emotional connection to how things work now.
正解：A
解説：
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. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
質問 # 35
Which statement describes 'confirmation bias'?
- A. People like continuity and find ways to avoid change
- B. People pay most attention to facts agree with their current opinions
- C. People allow their ideas to be shaped by what most other people are starting to believe
- D. People assume that information that is easy to access will be the most important
正解：B
解説：
Explanation
Confirmation bias is a cognitive bias that causes people to pay more attention to facts that agree with their current opinions and ignore or discount facts that contradict them. Confirmation bias can affect how people perceive, interpret, and remember information, as well as how they make decisions and judgments.
Confirmation bias can hinder learning and change, as people may resist or reject new information that challenges their existing beliefs or assumptions.
References:
* https://www.mindtools.com/pages/article/avoiding-psychological-bias.htm#confirmationbias
* https://www.psychologytoday.com/us/basics/confirmation-bias
質問 # 36
Which action is a suitable response when resistance to change is shown through sabotage?
- A. Ensure saboteurs are excluded from any involvement with the change
- B. Ignore the saboteurs and hope that people will NOT be influenced
- C. Allocate important change tasks to the saboteurs
- D. Accept that deliberate attempts to undermine change are inevitable
正解：C
解説：
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)
質問 # 37
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. There will be no effect if senior managers maintain discipline
- C. Staff will be more willing to help achieve the outcomes of change
- D. The likelihood of achieving performance targets reduces.
正解：D
解説：
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.
質問 # 38
Which item is one of Mayfield's seven principles of stakeholder engagement?
- A. Poorly facilitated meetings on NOT achieve their outcomes and waste people's time
- B. Identification is a continuous practice -new stakeholders emerge during a change old ones can fade away
- C. Different levels of engagement are required depending on where people are along the change journey
- D. Continually look at the big picture and the long term to make sure the change sticks
正解：B
解説：
Explanation
Mayfield's seven principles of stakeholder engagement are:
* Engagement is a two-way process
* Identification is a continuous practice -new stakeholders emerge during a change old ones can fade away
* Different levels of engagement are required depending on where people are along the change journey
* Engagement requires empathy -understanding what matters most to stakeholders
* Engagement requires authenticity -being honest about what can be influenced
* Engagement requires creativity -finding ways to involve stakeholders in meaningful ways
* Engagement requires courage -being prepared to have difficult conversations Therefore, option B is one of Mayfield's seven principles of stakeholder engagement. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
質問 # 39
Which statement describes an advantage of using storylelling to engage people's hearts and mind more fully when communicating change?
- A. Stories engage people by providing detailed plans and timescales for change
- B. Stories primarily engage rational thought so people logically work out what to do
- C. Stories entertain and help people relax, so they can be more positive about the change
- D. Stories engage people with the challenges ahead and how can be overcome
正解：D
解説：
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. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
質問 # 40
Which is a correct description of how Tuckman's five phases of team development work in practice?
- A. Successful teams always stay in the performing stage
- B. An equal amount of time is spent in each stage
- C. Teams may go backwards or oscillate between the stages
- D. Once a stage is completed a team never returns to it.
正解：C
解説：
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
質問 # 41
Which MNTIpreference is characterized by being spontaneous and disliking detailed plans?
- A. Perceiving
- B. Introvert
- C. Intuition
- D. Feeling
正解：A
解説：
Explanation
According to the Myers-Briggs Type Indicator (MBTI), perceiving is one of the four preference pairs that describe how people interact with the world and make decisions. Perceiving refers to preferring to keep options open, being spontaneous, and disliking detailed plans. The other options are not preferences, but dimensions of preferences. Intuition and feeling are opposite to sensing and thinking, respectively, while introvert is opposite to extrovert. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
質問 # 42
Which is a description of the role of Line Management in the change process?
- A. Develops communications networks across the organization
- B. Ensure senior managers are committed to the changes
- C. Provides financial resources to support specific change tasks
- D. Tests thinking and advises on effective delivery of change
正解：D
解説：
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 (page 11)
質問 # 43
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 agents required to support the change
- B. The number of change initiatives affecting a specific stakeholder category
- C. The proportion of a given stakeholder group that are impacted by a change
- D. The probability of unintended consequences affecting a stakeholder group
正解：C
解説：
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
質問 # 44
When comparing 'lean' and 'rich' communication channels, which of the following statements about a 'rich' communication channelistrue?
A 'rich' channel allows for conversation a quick response, and the chance for interaction.
A 'rich' channel conveys non-verbal cues, suchas emotion and feelings, tone or gestures.
- A. Both 1 and 2 are true
- B. Neither 1 or 2 is true
- C. Only 1 is true
- D. Only 2 is true
正解：A
解説：
Explanation
Communication channels can be classified as lean or rich, depending on the amount and quality of information they can convey. A rich communication channel allows for conversation, a quick response, and the chance for interaction, as well as conveys non-verbal cues, such as emotion and feelings, tone or gestures. Examples of rich communication channels are face-to-face meetings, video calls, or phone calls. Therefore, both statements
1 and 2 are true. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
質問 # 45
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
正解：C
解説：
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)
質問 # 46
When comparing 'lean' and 'rich' communication channels, which of the following statements about a 'rich' communication channelistrue?
A 'rich' channel allows for conversation a quick response, and the chance for interaction.
A 'rich' channel conveys non-verbal cues, suchas emotion and feelings, tone or gestures.
- A. Both 1 and 2 are true
- B. Neither 1 or 2 is true
- C. Only 1 is true
- D. Only 2 is true
正解：A
解説：
Explanation
Communication channels can be classified as lean or rich, depending on the amount and quality of information they can convey. A rich communication channel allows for conversation, a quick response, and the chance for interaction, as well as conveys non-verbal cues, such as emotion and feelings, tone or gestures. Examples of rich communication channels are face-to-face meetings, video calls, or phone calls. Therefore, both statements
1 and 2 are true. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
質問 # 47
What role in change must promote an idea to potential Sponsors?
- A. Sponsor
- B. Change Agent
- C. Targets
- D. Idea-Generator
正解：B
解説：
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. Idea-Generator is the role that identifies the need for change and proposes a solution. Sponsor is the role that authorizes and funds the change. Change Agent is the role that promotes an idea to potential Sponsors and implements the change once it is approved.
Target is the role that is affected bythe change and needs to adopt new behaviors or ways of working.
References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
質問 # 48
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. Neither 1 or 2 is true
- C. Only 2 is the true
- D. Both 1 and 2 are true
正解：B
解説：
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 (page 11)
質問 # 49
Which of the following is a purpose of creating a change management plan when preparing for change?
- A. Capture of full list of issues to be resolved before change can start
- B. Document the set of typically recurring actions that contribute to change readness'
- C. Record a list of all the change risks and the responsive actions required.
- D. Provide a detailed schedule of project and their dependencies
正解：C
解説：
Explanation
One of the purposes of creating a change management plan when preparing for change is to record a list of all the change risks and the responsive actions required. This helps to identify potential threats and opportunities for the change and plan how to mitigate or exploit them. The other options are not purposes of a change management plan, but rather outcomes or inputs of other processes or activities. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
質問 # 50
Which statement about Senge's system thinking model is correct?
- A. Processes in organizations can either support or limit the effectiveness of change
- B. Leadership support is NOT required in the systems thinking model
- C. Change must e driven primary by senior sponsors
- D. Change can beplanned and implemented using an eight-stage model
正解：A
解説：
Explanation
Senge's system thinking model is a holistic approach to understand how different elements in an organization interact and influence each other. Processes are one of the elements that can either support or limit the effectiveness of change, depending on how they are designed and implemented. The other statements are not correct, as they do not reflect Senge's model. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
質問 # 51
According to Herzberg's research, which factor leads to high job satisfaction?
- A. Responsibility
- B. Working conditions
- C. Security
- D. Salary
正解：A
解説：
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. Therefore, responsibility is a motivator that leads to high job satisfaction. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
質問 # 52
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