ACMP CCMP CORRECT FINAL EXAMS QUESTIONS
AND ANSWERS SURE A+
✔✔5.1.8 Assess Alignment of the Change with Organizational Strategic Objectives and
Performance Measurement - ✔✔The purpose of assess alignment of the change with
organizational strategic objectives and performance measurement is to anticipate the
impact of the expected benefits on the organization's strategic goals and objectives. The
process assesses where alignment and misalignment of objectives targets results, and
performance measures occur between the future state and the current state.
✔✔5.1.9 Assess External Factors that may Affect Organizational Change - ✔✔The
purpose of Assess External Factors that May Affect Organizational Change is to identify
the customer, market, social, legal, economic, political, technological, and other factors
outside the organization that may influence stakeholder adoption of the future state.
This process is used to determine external factors that will enable or constrain the
change effort and identify how those forces will influence the change approach. This
process is used to guide and inform the development of the Change Management
Strategy. (INPUT: Business Case, Vision Statement, Strategic Plan OUTPUT: External
Environmental Impact Assessment)
✔✔5.1.10 Assess Organizational Culture(s) Related to the Change - ✔✔The purpose of
Assess Organizational Culture(s) related to the change is to determine the cultural
elements within the organization that may help or hinder the change direction and
achievement of expected benefits. Organizational culture is defined as the shared
values of and behaviors uniquely common to an organization. Organizational culture is
integral in determining how tasks are completed, the way people interact with one
another, the language they use when communicating, and the attitudes, goals, values,
and leadership behaviors that are exhibited. This process determines if the
organization's current culture, structure, processes, and performance management
system will support the change. (INPUTS: Core Values and behaviors, Current
communication Channels, tools, and methods, Opinion surveys and feedback
assessments, vision statement, OUTPUT: Culture Assessment)
, ✔✔5.1.11 Assess Organizational Capacity for Change - ✔✔The purpose fo Assess
Organizational Capacity for Change is to determine the ability of the various
stakeholders impacted by the change to adopt the change and move toward the future
state. The capacity of an organization to adopt new changes is dependent on a variety
of internal and external factors. (INPUTS: competency assessment, culture
assessment, Organization's historical experience with change, Stakeholder
assessment, external environment impact assessment, change impact assessment,
inventory of change-related resources. OUTPUT: Organizational Change Capacity
Assessment)
✔✔5.1.12 Assess Organizational Readiness for Change - ✔✔The purpose of assess
organizational readiness for change is to determine the organization's preparedness for
change activities. This process is used to develop action plans if major weaknesses in
the organization's readiness are identified. (INPUTS: Change Objectives and goals,
Culture assessment, organizational change capacity assessment, organizational
alignment assessment, sponsorship alignment assessment, vision statement, risk
assessment OUTPUT: organizational change readiness assessment
✔✔5.1.13 Assess Communication needs communication channels, and ability to deliver
key messages - ✔✔To determine the communications effort required to support the
transition to the future state. This process is used to define the communication needs of
all stakeholders and focus on the specific communication needs of individuals or groups
of stakeholders. (INPUTS: Change Objectives and goals, culture assessment,
organizational change capacity assessment, sponsorship alignment assessment,
stakeholder analysis, current communications channels, tools, and methods, vision
statement and risk assessment.
✔✔5.1.14 Assess Learning Capabilties - ✔✔To determine the scale, magnitude, and
complexity of the learning and development needed to ensure that the future state is
successfully achieved. The process should determine the need for learning equipment,
educators, and logistics. The process should determine the learning strategies and
approaches and the need for learning equipment, educators, and logistics. (INPUTS:
Stakeholder analysis, change impact assessment, communication needs assessment,
culture assessment, organizational change capacity assessment, organizational
alignment assessment OUTPUT: Learning needs assessment)
✔✔5.1.15 Conduct Change Risks Assessment - ✔✔To determine and anticipate the
identifiable risks to the proposed change. These may be risks commonly associated
with change, such as resistance of the stakeholders or lack of visible sponsorship from
the leadership of the organization, but other possible risks that may affect the change
should be considered. For example, the risk assessment might show a significant risk to
successful implementation of the change unless certain stakeholders' roles change. The
assessment should include a level of measuring the impact of the identified risks on the
change (e.g. whether a project would be completely halted should a risk become a
reality) (INPUTA: Stakeholder analysis, change impact assessment, culture
AND ANSWERS SURE A+
✔✔5.1.8 Assess Alignment of the Change with Organizational Strategic Objectives and
Performance Measurement - ✔✔The purpose of assess alignment of the change with
organizational strategic objectives and performance measurement is to anticipate the
impact of the expected benefits on the organization's strategic goals and objectives. The
process assesses where alignment and misalignment of objectives targets results, and
performance measures occur between the future state and the current state.
✔✔5.1.9 Assess External Factors that may Affect Organizational Change - ✔✔The
purpose of Assess External Factors that May Affect Organizational Change is to identify
the customer, market, social, legal, economic, political, technological, and other factors
outside the organization that may influence stakeholder adoption of the future state.
This process is used to determine external factors that will enable or constrain the
change effort and identify how those forces will influence the change approach. This
process is used to guide and inform the development of the Change Management
Strategy. (INPUT: Business Case, Vision Statement, Strategic Plan OUTPUT: External
Environmental Impact Assessment)
✔✔5.1.10 Assess Organizational Culture(s) Related to the Change - ✔✔The purpose of
Assess Organizational Culture(s) related to the change is to determine the cultural
elements within the organization that may help or hinder the change direction and
achievement of expected benefits. Organizational culture is defined as the shared
values of and behaviors uniquely common to an organization. Organizational culture is
integral in determining how tasks are completed, the way people interact with one
another, the language they use when communicating, and the attitudes, goals, values,
and leadership behaviors that are exhibited. This process determines if the
organization's current culture, structure, processes, and performance management
system will support the change. (INPUTS: Core Values and behaviors, Current
communication Channels, tools, and methods, Opinion surveys and feedback
assessments, vision statement, OUTPUT: Culture Assessment)
, ✔✔5.1.11 Assess Organizational Capacity for Change - ✔✔The purpose fo Assess
Organizational Capacity for Change is to determine the ability of the various
stakeholders impacted by the change to adopt the change and move toward the future
state. The capacity of an organization to adopt new changes is dependent on a variety
of internal and external factors. (INPUTS: competency assessment, culture
assessment, Organization's historical experience with change, Stakeholder
assessment, external environment impact assessment, change impact assessment,
inventory of change-related resources. OUTPUT: Organizational Change Capacity
Assessment)
✔✔5.1.12 Assess Organizational Readiness for Change - ✔✔The purpose of assess
organizational readiness for change is to determine the organization's preparedness for
change activities. This process is used to develop action plans if major weaknesses in
the organization's readiness are identified. (INPUTS: Change Objectives and goals,
Culture assessment, organizational change capacity assessment, organizational
alignment assessment, sponsorship alignment assessment, vision statement, risk
assessment OUTPUT: organizational change readiness assessment
✔✔5.1.13 Assess Communication needs communication channels, and ability to deliver
key messages - ✔✔To determine the communications effort required to support the
transition to the future state. This process is used to define the communication needs of
all stakeholders and focus on the specific communication needs of individuals or groups
of stakeholders. (INPUTS: Change Objectives and goals, culture assessment,
organizational change capacity assessment, sponsorship alignment assessment,
stakeholder analysis, current communications channels, tools, and methods, vision
statement and risk assessment.
✔✔5.1.14 Assess Learning Capabilties - ✔✔To determine the scale, magnitude, and
complexity of the learning and development needed to ensure that the future state is
successfully achieved. The process should determine the need for learning equipment,
educators, and logistics. The process should determine the learning strategies and
approaches and the need for learning equipment, educators, and logistics. (INPUTS:
Stakeholder analysis, change impact assessment, communication needs assessment,
culture assessment, organizational change capacity assessment, organizational
alignment assessment OUTPUT: Learning needs assessment)
✔✔5.1.15 Conduct Change Risks Assessment - ✔✔To determine and anticipate the
identifiable risks to the proposed change. These may be risks commonly associated
with change, such as resistance of the stakeholders or lack of visible sponsorship from
the leadership of the organization, but other possible risks that may affect the change
should be considered. For example, the risk assessment might show a significant risk to
successful implementation of the change unless certain stakeholders' roles change. The
assessment should include a level of measuring the impact of the identified risks on the
change (e.g. whether a project would be completely halted should a risk become a
reality) (INPUTA: Stakeholder analysis, change impact assessment, culture
