Change-Management-Foundation Exam dumps PDF

QUESTION: 6

According to Schein, which approach would decrease learning anxiety?

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

Answer(s): B

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.

Reference:

https://apmg-
international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %206%20-%20v1.0.pdf (page 11)

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QUESTION: 7

According to Tiompenaars and harronden-Turner, which example is a level three basic assumption' expression of culture?

Meeting customer need is more important than profit
Senior management grades are entitled to `executive' chairs
The team motto is `to deliver excellent service'
The required behaviors are set out in the employee's guide

Answer(s): A

Explanation:

According to Trompenaars and Hampden-Turner, culture can be expressed at three levels: artifacts, values, and basic assumptions. Artifacts are the visible and tangible manifestations of culture, such as symbols, rituals, and heroes. Values are the shared beliefs and preferences that guide behavior and decision making. Basic assumptions are the unconscious and taken-for-granted beliefs that underlie values and artifacts. Meeting customer need is more important than profit is an example of a basic assumption, as it reflects a deep-rooted belief that influences the values and artifacts of the organization. The other options are examples of artifacts or values, not basic assumptions.

Reference:

https://apmg-
international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %207%20-%20v1.0.pdf (page 11)

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QUESTION: 8

Which of the following statements about the change severity assessment `environment' impact are true?
The amount of other activity happening at the same time as the charge is a factor The common values and behaviors in the organization is a factor.

Only1 is true
Only 2 is true
Both 1 and Z are true
Neither 1 or 2 is true

Answer(s): C

Explanation:

The change severity assessment is a tool to evaluate the impact of a change on different dimensions,

such as environment, organization, individuals, and project. The environment dimension considers the external and internal factors that affect the change, such as market conditions, competitors, regulations, culture, values, and behaviors. The amount of other activity happening at the same time as the change and the common values and behaviors in the organization are both factors that belong to the environment dimension.

Reference:

https://apmg- international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %208%20-%20v1.0.pdf (page 11)

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QUESTION: 9

According to Glaser and Glaser, which element of team effectives enables team members to help each other address challenges?

Team mission, planning and goal setting.
Team roles
Team operating processes
Team inter-personal relationships

Answer(s): D

Explanation:

According to Glaser and Glaser, team effectiveness is influenced by four elements: team mission, planning and goal setting; team roles; team operating processes; and team inter-personal relationships. Team inter-personal relationships refer to the quality of communication, trust, respect, and collaboration among team members. This element enables team members to help each other address challenges, as well as share feedback, ideas, and emotions.

Reference:

https://apmg- international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %209%20-%20v1.0.pdf (page 11)

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QUESTION: 10

Which management approach is recommended to help people through the neutral zone' phase of Gridges' model of human transition?

Hold on to established routines wherever possible
Reduce gossip by limiting social occasions at work.
Direct feedback through the normal line management processes
Describe this period as an opportunity to learn

Answer(s): D

Explanation:

Bridges' model of human transition describes three phases that people go through when they experience change: ending, losing, and letting go; the neutral zone; and the new beginning. The neutral zone is a period of uncertainty, confusion, and anxiety, but also creativity, innovation, and learning. To help people through this phase, change leaders should describe this period as an opportunity to learn new skills, explore new possibilities, and experiment with new solutions. The other options would not help people through this phase, as they would either maintain the status quo, increase gossip and rumors, or limit feedback channels.

Reference:

https://apmg- international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper %2010%20-%20v1.0.pdf (page 11)

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APMG-International Change-Management-Foundation Exam (page: 2) APMG-International Change Management Foundation Updated on: 31-Mar-2026

QUESTION: 6

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QUESTION: 7

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QUESTION: 8

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QUESTION: 9

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QUESTION: 10

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APMG-International Change-Management-Foundation Exam (page: 2)
APMG-International Change Management Foundation
Updated on: 31-Mar-2026