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Change-Management-Foundation日本語問題集 & Change-Management-Foundation専門知識内容

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Change-Management-Foundation認定試験の難しさで近年、資格認定試験に合格した受験生はますます少なくなっていたと良く知られます。だから、我々社のIT専門家は長年にわたりAPMG-International　Change-Management-Foundation認定資格試験問題集作成に取り組んで、有効なChange-Management-Foundation試験問題集を書きました。実際の試験に表示される質問と正確な解答はあなたのAPMG-International　Change-Management-Foundation認定資格試験合格を手伝ってあげます。素晴らしい試験参考書です。

APMG-International Change-Management-Foundation 認定試験の出題範囲：

トピック
出題範囲

トピック 1

Engaging and communicating with stakeholders, change Impact and Readiness, conducting change impact assessments, assessing organizational readiness for change, and identifying and managing resistance to change.

トピック 2

Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.

トピック 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.

トピック 4

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.

トピック 5

Organizational Culture and Change: This section covers the understanding of organizational culture, the impact of culture on change initiatives, and cultural change.

トピック 6

Communication in Change Management: This section covers developing a communication strategy

トピック 7

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.

トピック 8

Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.

>> Change-Management-Foundation日本語問題集 <<

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APMG-International Change Management Foundation Exam 認定 Change-Management-Foundation 試験問題 (Q70-Q75):

質問 # 70
Which action is an appropriate change management response to people in the early stages of a change cure?

A. Be clear about the losses that people will experience
B. Delay communication until all the details are known
C. Interpret emotions as evidence of poor change management
D. Accept that everyone will eventually work their way through the curve

正解：A

解説：
The change curve is a model that describes the typical emotional stages that people go through when they face a change. The early stages of the change curve are characterized by shock, denial, anger, and frustration. To help people through these stages, change leaders should be clear about the losses that people will experience and acknowledge their feelings and concerns. The other options are not appropriate responses, as they would either ignore or dismiss people's emotions or create more uncertainty and confusion.References: https://apmg- international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper%2018%
20-%20v1.0.pdf (page 11)

質問 # 71
When change takes a long time to embed, which is the MOST likely stakeholder response that may affect its momentum?

A. Change work priorities to devote more time to change
B. Complain to senior management that change is being badly managed
C. Redefine the changes to suite then better
D. Withdraw attraction and focus on day to day tasks

正解：D

解説：
When change takes a long time to embed, stakeholders may lose interest, enthusiasm, or commitment to the change. They may withdraw attention and focus on day to day tasks, as they feel that the change is not relevant, urgent, or beneficial for them. This may affect the momentum and success of the change. Therefore, option B is the most likely stakeholder response that may occur in this situation. The other options are less likely, as they either imply more involvement, effort, or feedback from the stakeholders.References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%
20Paper%2024%20-%20v1.0.pdf (page 11)

質問 # 72
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 assume that information that is easy to access will be the most important
D. People allow their ideas to be shaped by what most other people are starting to believe

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 # 73
Which is an effect in an organization if the psychological contract between an organization and its staff is broken?

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

正解：D

解説：
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 # 74
Which of the following statements about the behaviour of effective change managers as agile practitioners are true?

A. They should take a single framework and apply it persistently
B. They should remain resilient, flexible, and willing to learnA. Only 1 is trueB. Only 2 is trueC. Both 1 and 2 are trueD. Neither 1 nor 2 is true

正解：B

解説：
Comprehensive and Detailed In-Depth Explanation:
Agile change management, as outlined in the APMG Change Management Foundation, emphasizes adaptability and responsiveness over rigid adherence to a single approach. Statement 1 ("They should take a single framework and apply it persistently") contradicts Agile principles, which advocate for iterative, flexible methods tailored to evolving circumstances rather than a one-size-fits-all framework. Statement 2 ("They should remain resilient, flexible, and willing to learn") aligns perfectly with Agile practitioner behaviours, as resilience supports perseverance through challenges, flexibility enables adaptation to change, and a willingness to learn fosters continuous improvement-all core tenets of Agile methodology. Thus, only Statement 2 is true.

質問 # 75
......

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