APMG-International AgilePM Practitioner Übungsprüfungen
Zuletzt aktualisiert am 23.05.2025 - Prüfungscode: AgilePM Practitioner
- Prüfungsname: Agile Project Management (AgilePM) Practitioner
- Zertifizierungsanbieter: APMG-International
- Zuletzt aktualisiert am: 23.05.2025
Which statement should be recorded under the Lessons from previous change initiatives heading?
- A . UniCo has always been seen in the marketplace as being traditional and cautious.
- B . UniCo has always successfully used customer journey mapping for educating staff in customer needs.
- C . A new software development platform is needed to integrate the new services into operational processes.
- D . The renewal of the lease for the office housing Selco staff is due in fifteen months’ time.
Which 2 actions demonstrate transparency?
- A . Ensure everyone is treated fairly by providing the same information, in the same format, to everyone impacted by this change.
- B . Send daily emails to everyone to remind them how important this change is and why they should support it.
- C . Distribute the key milestones and target dates for including Selco’s mobile technology and approaches into the UniCo operations.
- D . Ask Corporate Services to provide guidelines to ensure all written communications are easy to read and navigate.
- E . Publish how staff members can raise complaints and suggestions, formally and anonymously if needed.
Which 2 actions demonstrate transparency?
- A . Ensure everyone is treated fairly by providing the same information, in the same format, to everyone impacted by this change.
- B . Send daily emails to everyone to remind them how important this change is and why they should support it.
- C . Distribute the key milestones and target dates for including Selco’s mobile technology and approaches into the UniCo operations.
- D . Ask Corporate Services to provide guidelines to ensure all written communications are easy to read and navigate.
- E . Publish how staff members can raise complaints and suggestions, formally and anonymously if needed.
Which 2 actions demonstrate transparency?
- A . Ensure everyone is treated fairly by providing the same information, in the same format, to everyone impacted by this change.
- B . Send daily emails to everyone to remind them how important this change is and why they should support it.
- C . Distribute the key milestones and target dates for including Selco’s mobile technology and approaches into the UniCo operations.
- D . Ask Corporate Services to provide guidelines to ensure all written communications are easy to read and navigate.
- E . Publish how staff members can raise complaints and suggestions, formally and anonymously if needed.
The Change Manager is discussing the relocation of the Selco staff to the UniCo office with the Operations Director. They are using the SCARF framework of people’s social experience to guide management actions. Answer the following questions about the use of David Rock’s SCARF framework to increase the motivation for change.
On seeing plans for the office move, the Selco staff are worried that some desk allocations do not have access to natural light. The relocation leadership team held a workshop as soon as the issue was raised and has allocated these desks to be ‘hot-desks,’ not used by staff permanently based in the office.
Is this an appropriate approach to reward the brain in the need for ‘certainty,’ and why?
- A . No, because a change solution needs to be permanent to achieve ‘certainty.’
- B . No, because the resolution of the issue should be delegated to those affected.
- C . Yes, because loss of ‘certainty’ mostly affects those at lower organizational levels.
- D . Yes, because ‘certainty’ is rewarded when issues can be resolved promptly and openly.
The Change Manager is discussing the relocation of the Selco staff to the UniCo office with the Operations Director. They are using the SCARF framework of people’s social experience to guide management actions. Answer the following questions about the use of David Rock’s SCARF framework to increase the motivation for change.
On seeing plans for the office move, the Selco staff are worried that some desk allocations do not have access to natural light. The relocation leadership team held a workshop as soon as the issue was raised and has allocated these desks to be ‘hot-desks,’ not used by staff permanently based in the office.
Is this an appropriate approach to reward the brain in the need for ‘certainty,’ and why?
- A . No, because a change solution needs to be permanent to achieve ‘certainty.’
- B . No, because the resolution of the issue should be delegated to those affected.
- C . Yes, because loss of ‘certainty’ mostly affects those at lower organizational levels.
- D . Yes, because ‘certainty’ is rewarded when issues can be resolved promptly and openly.
The Change Manager is discussing the relocation of the Selco staff to the UniCo office with the Operations Director. They are using the SCARF framework of people’s social experience to guide management actions. Answer the following questions about the use of David Rock’s SCARF framework to increase the motivation for change.
On seeing plans for the office move, the Selco staff are worried that some desk allocations do not have access to natural light. The relocation leadership team held a workshop as soon as the issue was raised and has allocated these desks to be ‘hot-desks,’ not used by staff permanently based in the office.
Is this an appropriate approach to reward the brain in the need for ‘certainty,’ and why?
- A . No, because a change solution needs to be permanent to achieve ‘certainty.’
- B . No, because the resolution of the issue should be delegated to those affected.
- C . Yes, because loss of ‘certainty’ mostly affects those at lower organizational levels.
- D . Yes, because ‘certainty’ is rewarded when issues can be resolved promptly and openly.
The Change Manager is discussing the relocation of the Selco staff to the UniCo office with the Operations Director. They are using the SCARF framework of people’s social experience to guide management actions. Answer the following questions about the use of David Rock’s SCARF framework to increase the motivation for change.
On seeing plans for the office move, the Selco staff are worried that some desk allocations do not have access to natural light. The relocation leadership team held a workshop as soon as the issue was raised and has allocated these desks to be ‘hot-desks,’ not used by staff permanently based in the office.
Is this an appropriate approach to reward the brain in the need for ‘certainty,’ and why?
- A . No, because a change solution needs to be permanent to achieve ‘certainty.’
- B . No, because the resolution of the issue should be delegated to those affected.
- C . Yes, because loss of ‘certainty’ mostly affects those at lower organizational levels.
- D . Yes, because ‘certainty’ is rewarded when issues can be resolved promptly and openly.
Which one is a fundamental principle of AgilePM that must be adhered to when planning the delivery of a project like the Hoy Hall Hotel refurbishment?
- A . Focus on detailed long-term planning
- B . Prioritize high-quality documentation over delivery
- C . Deliver on time by adhering strictly to the initial plans
- D . Collaborate and iterate frequently
Which participant characteristic is likely to be the MOST appropriate to the success of a workshop to design a process?
- A . They understand the culture of the organization.
- B . They have a good history of change implementation.
- C . They are confident in discussing ideas with others.
- D . They are willing to be involved and enthusiastic.