APMG-International Change-Management-Foundation受験者必携の一冊

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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	Ethics and Change Management: This section covers ethical considerations in change management, managing the human side of change, and organizational and individual needs.
トピック 2	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 3	Measuring and Sustaining Change: In this section, the focus is on the key performance indicators for change initiatives, monitoring and evaluating change progress, and strategies for sustaining change.
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 methods and channels, and effective messaging for different stakeholder groups.
トピック 7	Communication in Change Management: This section covers developing a communication strategy
トピック 8	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 9	Stakeholder Management: This section covers identifying stakeholders, stakeholder analysis techniques
トピック 10	Change Management Planning: This section covers creating a change management plan, integrating change management with project management, and resource allocation for change initiatives.

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APMG-International Change Management Foundation Exam 認定 Change-Management-Foundation 試験問題 (Q47-Q52):

質問 # 47
Which workplace provision addresses Maslow's social needs?

A. Generous pensions
B. Team-building exercises
C. Career development opportunities
D. Job security

正解：B

解説：
Explanation
Maslow's hierarchy of needs is a theory that explains how people are motivated by different levels of needs.
The theory proposes five levels of needs: physiological, safety, social, esteem, and self-actualization. Social needs are the third level of needs, which refer to the need for belonging, love, and friendship. Team-building exercises are a type of workplace provision that addresses Maslow's social needs, as they help to create a sense of community, trust, and cooperation among employees. The other options are workplace provisions that address other levels of needs, such as physiological (generous pensions), safety (job security), or esteem (career development opportunities)

質問 # 48
What kind of power is conveyed by a manager who is admired and respected by their subordinates and seen as a role model?

A. Coercive
B. Legitimate
C. Reward
D. Referent

正解：D

解説：
Comprehensive and Detailed In-Depth Explanation:
The APMG Change Management Foundation draws on French and Raven's Five Bases of Power to explain influence in change contexts. Referent power (Option D) arises from admiration, respect, and identification with an individual, often because they are seen as a role model. A manager who is admired and respected fits this description, as their influence stems from personal charisma and positive relationships rather than formal authority. Legitimate power (A) comes from a formal position, Reward power (B) from the ability to give benefits, and Coercive power (C) from punishment-none of which rely on admiration or role-model status.

質問 # 49
Social neuroscience summarizes 5 brain processes involved in social situations using the mnemonic SCARF.
What does the F represent?

A. Fight
B. Faith
C. Fairness
D. Fear

正解：C

解説：
Comprehensive and Detailed In-Depth Explanation:
The SCARF model, developed by David Rock and integrated into the APMG Change Management Foundation, describes five domains influencing brain responses in social contexts: Status, Certainty, Autonomy, Relatedness, and Fairness. The "F" stands for Fairness (Option A), which reflects the brain's sensitivity to equitable treatment. Faith (B), Fear (C), and Fight (D) are not part of the SCARF model, making Fairness the correct answer aligned with neuroscience principles in change management.

質問 # 50
Which advantage relates to using a Persona to understand a stakeholder group?

A. Allow checking of proposed solutions against this Persona to ensure solutions provide what is needed
B. Facilities more creative and innovative thinking amongst members of this stakeholder group
C. Enable a better understanding of the level of influence this stakeholder group has in the organization
D. Allow tracking of how the members of this stakeholder group performance against their objectives

正解：A

解説：
A Persona is a fictional representation of a typical member of a stakeholder group, based on real data and insights. A Persona can help to understand the needs, goals, motivations, and challenges of a stakeholder group, as well as their attitudes and behaviors towards a change. One advantage of using a Persona is that it allows checking of proposed solutions against this Persona to ensure solutions provide what is needed and address any potential issues or concerns.

質問 # 51
Which MNTIpreference is characterized by being spontaneous and disliking detailed plans?

A. Introvert
B. Feeling
C. Perceiving
D. Intuition

正解：C

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 # 52
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