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Change-Management-Foundation試験情報 & Change-Management-Foundation試験問題
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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
- 変更管理計画: このセクションでは、変更管理計画の作成、変更管理とプロジェクト管理の統合、変更イニシアチブのリソース割り当てについて説明します。
トピック 2
- リーダーシップと変革: このセクションでは、変革管理、変革リーダーシップのスタイル、指導的連合の構築と維持などにおけるリーダーシップの役割に重点が置かれます。
トピック 3
- 変更管理におけるコミュニケーション：このセクションでは、コミュニケーション戦略の策定について説明します。
トピック 4
- 変更管理の概要: このセクションでは、変更管理の定義と重要性、組織変更の種類、変更管理者の役割について説明します。
トピック 5
- 変更の測定と持続: このセクションでは、変更イニシアチブの主要業績評価指標、変更の進捗状況の監視と評価、および変更を持続するための戦略に焦点を当てます。
トピック 6
- 利害関係者との関わりとコミュニケーション、変化の影響と準備、変化の影響評価の実施、変化に対する組織の準備状況の評価、変化に対する抵抗の特定と管理。
トピック 7
- 倫理と変更管理: このセクションでは、変更管理における倫理的考慮事項、変更の人間的側面の管理、組織と個人のニーズについて説明します。
>> Change-Management-Foundation試験情報 <<
Change-Management-Foundation試験問題、Change-Management-Foundation模擬対策
Change-Management-Foundation試験に合格するには、関連する教材を探す必要があります。しかし、APMG-Internationalのウエブサイトを見ると、すぐいいChange-Management-Foundation教材を手に入れることができます。私たちはあなたのChange-Management-Foundation試験に関する悩みを解決できます。長い時間で、私たちはChange-Management-Foundation教材の研究に取り組んでいます。だから、私たちは信頼されるに値します。
APMG-International Change Management Foundation Exam 認定 Change-Management-Foundation 試験問題 (Q15-Q20):
質問 # 15
According to theBechard and Harris change formula' which response will increase an individual's dissatisfaction with the status quo?
- A. Clarify the steps users need to take
- B. Focus on the benefits of the change
- C. Amend performance targets during the change
- D. Communicate the danger of inaction
正解：D
解説：
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.
質問 # 16
According to Herzberg's research, which factor leads to high job satisfaction?
- A. Salary
- B. Security
- C. Working conditions
- D. Responsibility
正解：D
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 # 17
According to the 'change formula' (Beckhard and Harris), which response will increase the desirability to an individual of the proposed change or end state?
- A. Clarify the steps users need to take
- B. Put mitigations in place to reduce risk
- C. Focus on the benefits of the change
- D. Communicate the 'burning platform'
正解：C
解説：
Comprehensive and Detailed In-Depth Explanation:
The Beckhard and Harris Change Formula, expressed as D x V x F > R (Dissatisfaction with the status quo × Vision of the future × First steps > Resistance), is a cornerstone of the APMG Change Management Foundation for understanding motivation for change. Let's dissect the formula and evaluate each option in detail:
*D (Dissatisfaction): This factor reflects discontent with the current state, pushing individuals toward change.
*V (Vision): This is the desirability of the future state-what makes the change appealing or worthwhile.
*F (First Steps): This involves practical, actionable steps to initiate change, reducing uncertainty.
*R (Resistance): The natural opposition to change that must be overcome.
The question asks what increases the desirability of the proposed change, which directly ties to the V (Vision) component. Option A ("Focus on the benefits of the change") aligns perfectly with this, as highlighting benefits (e.g., improved efficiency, better work-life balance, or career growth) makes the end state more attractive to individuals. For example, if a company introduces a new CRM system, emphasizing how it saves time and boosts sales commissions enhances the vision's appeal.
*Option B ("Communicate the 'burning platform'") increases Dissatisfaction (D) by emphasizing the urgency or negative consequences of not changing (e.g., "We'll lose market share if we don't act"). While critical, it doesn't directly enhance desirability of the future state.
*Option C ("Clarify the steps users need to take") supports First Steps (F) by providing a roadmap, reducing fear of the unknown, but it doesn't inherently make the change more desirable.
*Option D ("Put mitigations in place to reduce risk") lowers Resistance (R) by addressing concerns, yet it's a defensive measure rather than a proactive enhancement of desirability.
Thus, Option A is the correct answer, as it directly strengthens the Vision factor, making the change emotionally and rationally compelling to individuals. The APMG framework underscores that a clear, positive vision is essential to motivate people beyond mere necessity.
質問 # 18
Which skill is MOST relevant to helping people through the change curve?
- A. Negotiation
- B. Active listening
- C. Decision making
- D. Time management
正解：B
解説：
Comprehensive and Detailed In-Depth Explanation:
Helping individuals navigate the change curve requires understanding and addressing their emotional responses, as outlined in the APMG Change Management Foundation. Active listening (Option D) is the most relevant skill, as it involves empathetically hearing concerns, validating feelings, and providing support- crucial for guiding people through stages like frustration or depression. Time management (A) aids planning, Negotiation (B) resolves conflicts, and Decision making (C) sets direction, but none directly address the emotional support needed for the change curve as effectively as active listening.
質問 # 19
Which advice is given about managing the 'complexresponsive processes' that surround emergent change?
- A. Focus on the main purpose of the change father than specific events
- B. He prepared to spend time addressing every specific issue that anses
- C. Restrict communications about change to only those who need to know
- D. Ignore any 'unofficial' discussions between managers and staff
正解：A
解説：
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. References:
https://apmg-international.com/sites/default/files/Change%20Management%20Foundation%20Sample%20Paper (page 11)
質問 # 20
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