Authentic APMG-International Certification Exam Change-Management-Foundation Questions Answers

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.

Comprehensive and Detailed In-Depth Explanation:

The APMG Change Management Foundation identifies Transparency as one of four engagement principles (alongside Inclusivity, Connectivity, and Dialogue). Sharing information about "why change is necessary and when it will take place" exemplifies Transparency (Option C), as it involves openly communicating critical details to build trust and clarity. Inclusivity (A) focuses on involving people, Connectivity (B) on linking stakeholders, and Empathy (D) on understanding emotions—none of which directly address the act of sharing information as described.

According to Morgan, flux and transformation is a metaphor that describes an organization where formal management of change is impossible because the organization is constantly changing and evolving in response to its environment. This metaphor views organizations as complex adaptive systems that are self-organizing, emergent, and nonlinear.