CCMP - Certified Change Management Profesionnal

Question 1

What is adoption?
A) The achievement of the expected outcomes of a change
B) The transition from a current state to a future state
C) The practice of applying a structured approach to the transition of an organization from a current state to a future state to achieve expected benefits
D) Choosing to accept and demonstrate a new way of thinking or behaving.

Answer 1

Answer: D) Choosing to accept and demonstrate a new way of thinking or behaving.

Question 2

What are benefits?
A) The decision-making processes applied by authorized individuals or teams for approving/rejecting, monitoring, and adjusting activities of a change management plan.
B) The specific, measurable result or effect of an action or situation.
C) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
D) The quantitative and qualitative, measurable and non-measurable outcomes resulting from a change.

Answer 2

Answer: D) The quantitative and qualitative, measurable and non-measurable outcomes resulting from a change.

Question 3

What is benefit realisation?
A) The specific, measurable result or effect of an action or situation.
B) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
C) The achievement of the expected outcomes of a change.
D) The decision-making processes applied by authorized individuals or teams for approving/rejecting, monitoring, and adjusting activities of a change management plan.

Answer 3

Answer: C) The achievement of the expected outcomes of a change.

Question 4

What is change?
A) The specific, measurable result or effect of an action or situation.
B) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
C) The transition from a current state to a future state.
D) The quantitative and qualitative, measurable and non-measurable outcomes resulting from a change.

Answer 4

Answer: C) The transition from a current state to a future state.

Question 5

What is current state?
A) The condition at the time when the benefits have been realized.
B) The condition at the time the change is initiated.
C) The specific, measurable result or effect of an action or situation.
D) How people, process, technology, and the workplace are affected during the transition from the current state to the future state.

Answer 5

Answer: B) The condition at the time the change is initiated.

Question 6

What is future state?
A) The condition at the time the change is initiated.
B) The transition from a current state to a future state.
C) The specific, measurable result or effect of an action or situation.
D) The condition at the time when the benefits have been realized.

Answer 6

Answer: D) The condition at the time when the benefits have been realized.

Question 7

What is change impact?
A) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
B) The decision-making processes applied by authorized individuals or teams for approving/rejecting, monitoring, and adjusting activities of a change management plan.
C) How people, process, technology, and the workplace are affected during the transition from the current state to the future state.
D) The specific, measurable result or effect of an action or situation.

Answer 7

Answer: C) How people, process, technology, and the workplace are affected during the transition from the current state to the future state.

Question 8

What is change management?
A) The achievement of the expected outcomes of a change.
B) The practice of applying a structured approach to the transition of an organization from a current state to a future state to achieve expected benefits.
C) The decision-making processes applied by authorized individuals or teams for approving/rejecting, monitoring, and adjusting activities of a change management plan.
D) The specific, measurable result or effect

Answer 8

Answer: B) The practice of applying a structured approach to the transition of an organization from a current state to a future state to achieve expected benefits.

Question 9

What is change risks?
A) An event or condition that may not have an effect on the change benefits.
B) An event or condition that will have a positive effect on the change benefits.
C) An event or condition that, if it occurs, may have an effect on the change benefits.
D) An event or condition that has no relation to the change benefits.

Answer 9

Answer: C) An event or condition that, if it occurs, may have an effect on the change benefits.

Question 10

What is change saturation?
A) When there is not enough change occurring in an organization.
B) When the amount of change occurring in an organization is just enough to be handled by those affected by the change.
C) When the amount of change occurring in an organization is more than can be effectively handled by those affected by the change.
D) When there is too much change occurring in an organization.

Answer 10

Answer: C) When the amount of change occurring in an organization is more than can be effectively handled by those affected by the change.

Question 11

What is competency?
A) The organizational or individual collection of knowledge, skills, and abilities.
B) The organizational or individual collection of physical resources.
C) The organizational or individual collection of financial resources.
D) The organizational or individual collection of emotional resources.

Answer 11

Answer: A) The organizational or individual collection of knowledge, skills, and abilities.

Question 12

What is engagement?
A) A feeling of disinterest or detachment from the change process.
B) The act of changing one’s behavior to align with the future state.
C) The act of actively involving stakeholders and allowing them to influence the change process.
D) The act of enforcing the change process on stakeholders.

Answer 12

Answer: C) The act of actively involving stakeholders and allowing them to influence the change process.

Question 13

What is governance?
A) The decision-making processes, applied by authorized individuals or teams, for approving/rejecting, monitoring, and adjusting activities of a change management plan.
B) The decision-making processes, applied by unauthorized individuals or teams, for approving/rejecting, monitoring, and adjusting activities of a change management plan.
C) The decision-making processes, applied by authorized individuals or teams, for ignoring, monitoring, and adjusting activities of a change management plan.
D) The decision-making processes, applied by authorized individuals or teams, for approving/rejecting, ignoring, and adjusting activities of a change management plan.

Answer 13

Answer: A) The decision-making processes, applied by authorized individuals or teams, for approving/rejecting, monitoring, and adjusting activities of a change management plan.

Question 14

What is an outcome?
A) A non-specific, non-measurable result or effect of an action or situation.
B) A specific, measurable result or effect of an action or situation.
C) A negative result or effect of an action or situation.
D) An unclear result or effect of an action or situation.

Answer 14

Answer: B) A specific, measurable result or effect of an action or situation.

Question 15

What is readiness?
A) The unpreparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
B) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
C) The decision-making processes, applied by authorized individuals or teams, for approving/rejecting, monitoring, and adjusting activities of a change management plan.
D) The act of enforcing the change process on stakeholders.

Answer 15

Answer: B) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.

Question 16

What is the definition of “Resistance” in change management?
A) The individual or group in the organization accountable for the realization of the benefits of a change
B) The process of addressing stakeholders’ opposition to a change
C) A stakeholder’s opposition to a change.
D) The ability to maintain the future state

Answer 16

Answer: C) a stakeholder’s opposition to a change.

Question 17

What is “Resistance management” in change management?
A) The process of addressing stakeholders’ opposition to a change.
B) The process of aligning stakeholders to support and own a change.
C) The description of the future state.
D) The achievement of the expected outcomes of a change.

Answer 17

Answer: A) the process of addressing stakeholders’ opposition to a change.

Question 18

Who is a “Sponsor”?
A) An individual affected by a change.
B) The process of aligning stakeholders to support and own a change.
C) The individual or group in the organization accountable for the realization of the benefits of a change.
D) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.

Answer 18

Answer: C) the individual or group in the organization accountable for the realization of the benefits of a change.

Question 19

What is ”Sponsorship”?
A) The individual or group in the organization accountable for the realization of the benefits of a change.
B) The process of addressing stakeholders’ opposition to a change.
C) The process of aligning stakeholders to support and own a change.
D) The practice of applying a structured approach to the transition of an organization from a current state to a future state to achieve expected benefits.

Answer 19

Answer: C) the process of aligning stakeholders to support and own a change.

Question 20

Who is a “Stakeholder”?
A) An individual affected by a change.
B) The decision-making processes, applied by authorized individuals or teams, for approving/rejecting, monitoring, and adjusting activities of a change management plan.
C) The quantitative and qualitative, measurable and non-measurable outcomes resulting from a change.
D) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.

Answer 20

Answer: A) an individual affected by a change.

Question 21

What is “Sustainability”?
A) The ability to maintain the future state.
B) The process of aligning stakeholders to support and own a change.
C) The practice of applying a structured approach to the transition of an organization from a current state to a future state to achieve expected benefits.
D) The achievement of the expected outcomes of a change.

Answer 21

Answer: A) the ability to maintain the future state.

Question 22

What is “Vision”?
A) The achievement of the expected outcomes of a change.
B) The preparedness of an organization or its parts to accept, effectively handle, and integrate impending change.
C) The decision-making processes, applied by authorized individuals or teams, for approving/rejecting, monitoring, and adjusting activities of a change management plan.
D) The description of the future state.

Answer 22

Answer: D) the description of the future state.

Question 23

What is the definition of “Change is a process”?
A) The individual or group in the organization accountable for the realization of the benefits of a change.
B) The ability to maintain the future state.
C) The process of applying a structured approach to the transition of an organization from a current state to a future state to achieve expected benefits.
D) Change is not a single event, but a transitional process with multiple and varied events supporting the objective of moving an organization and its stakeholders from a current state to a future state.

Answer 23

Answer: D) Change is not a single event, but a transitional process with multiple and varied events

Question 24

What is the likelihood of change adoption and benefits realization with effective change management?
A) Low
B) Moderate
C) High
D) Very High

Answer 24

Answer: C) High

Question 25

Is successful change adoption and benefits realization guaranteed without change management?
A) Yes
B) No
C) It depends
D) Maybe

Answer 25

Answer: B) No

Question 26

What are the functions of a vision statement in change management?
A) Provides clarity of direction and focus for the organization and stakeholders
B) Identifies high-level results and expected benefits to be achieved
C) Sets the stage for leaders to align stakeholders to a common plan
D) All of the above

Answer 26

Answer: D) All of the above

Question 27

Defining a change by the name of a project or initiative is often:
A) Complete
B) Incomplete
C) Adequate
D) Sufficient

Answer 27

Answer: B) Incomplete

Question 28

What makes each change unique?
A) It affects individuals and organizations with unique value systems and cultural norms
B) It affects individuals and organizations with unique histories and experiences with past changes
C) It affects individuals and organizations with unique leadership styles and levels of competency in managing change
D) All of the above

Answer 28

Answer: D) All of the above

Question 29

What are the two components that comprise the basis of a change definition and risk assessment?
A) An analysis of change variables providing insight on its size and complexity and an assessment of the organization delivering insight regarding culture and readiness
B) An analysis of the organization providing insight regarding culture and readiness and an assessment of stakeholders delivering insight regarding their resistance to change
C) An analysis of the change variables providing insight on the expected benefits and an assessment of stakeholders delivering insight regarding their acceptance of change
D) None of the above

Answer 29

Answer: A) An analysis of change variables providing insight on its size and complexity and an assessment of the organization delivering insight regarding culture and readiness

Question 30

Is change management a one-size-fits-all approach?
A) Yes
B) No
C) It depends
D) Maybe

Answer 30

Answer: B) No

Question 31

Why is effective integration of project management and change management important?
A) To ensure that organizational objectives are achieved
B) To ensure that change is delivered on time
C) To ensure that change is delivered under budget
D) To ensure that all stakeholders are happy with the change

Answer 31

Answer: A) To ensure that organizational objectives are achieved

Question 32

Are project management and change management the same discipline?
A) Yes
B) No
C) Sometimes
D) It depends

Answer 32

Answer: B) No

Question 33

When should the scope and focus of project and change management be defined?
A) During the implementation phase
B) After project milestones are met
C) Early in the planning process
D) After the change is implemented

Answer 33

Answer: C) Early in the planning process

Question 34

What should be identified and documented regarding project and change management?
A) Differences between the disciplines
B) How the disciplines will work together
C) How to separate the disciplines
D) How to avoid the disciplines from overlapping

Answer 34

Answer: B) How the disciplines will work together

Question 35

Should project management and change management plans be integrated into an overall plan?
A) Yes, because project milestones and change management activities may trigger one another
B) No, because they are two distinct disciplines
C) Only if the organization is large enough to require it
D) It depends on the size of the change

Answer 35

Answer: A) Yes, because project milestones and change management activities may trigger one another

Question 36

Are all tools specific to project management or change management?
A) Yes, there are no common tools
B) No, some tools may be common to both
C) Only tools related to risk management are common to both
D) It depends on the size of the change

Answer 36

Answer: B) No, some tools may be common to both

Question 37

What is the role of project management and change management in delivering and implementing change?
A) Project management delivers the planned change, and change management ensures that the delivered change is implemented and adopted
B) Project management and change management deliver the planned change
C) Change management delivers the planned change, and project management ensures that the delivered change is implemented and adopted
D) Project management delivers the planned change, and change management ensures that the expected benefits are realized

Answer 37

Answer: A) Project management delivers the planned change, and change management ensures that the delivered change is implemented and adopted

Question 38

What does change management assess and understand at an organizational level?
A) Current market trends
B) Current cultural attributes
C) Competition in the industry
D) Availability of resources

Answer 38

Answer: B) Current cultural attributes

Question 39

What does change management address and manage at an individual level?
A) Unique perspectives, biases, motivations
B) Technical skills and knowledge
C) Ability to manage projects
D) Budget constraints

Answer 39

Answer: A) Unique perspectives, biases, motivations

Question 40

What is the role of a Change Management Practitioner?
A) Responsible for the change strategy
B) Accountable for the change strategy
C) Responsible for coordinating, applying, and tracking change management tools or activities
D) Accountable for coordinating, applying, and tracking change management tools or activities

Answer 40

Answer: C) Responsible for coordinating, applying, and tracking change management tools or activities

Question 41

What is a Change Management Team?
A) A group of individuals who resist change
B) A group of individuals who develop and facilitate change management activities
C) A group of individuals who are responsible for the change strategy
D) A group of individuals who are not involved in the change management process

Answer 41

Answer: B) A group of individuals who develop and facilitate change management activities

Question 42

What is a Change Management Lead?
A) An individual who resists change
B) An individual who is accountable and responsible for the change strategy
C) An individual who opposes the change
D) An individual who is not involved in the change management process

Answer 42

Answer: B) An individual who is accountable and responsible for the change strategy

Question 43

Who is the primary liaison to the change sponsor, project manager, leadership, overall project team, and stakeholders?
A) Change Management Lead
B) Change Agents
C) Change Management Team
D) Sponsor

Answer 43

Answer: A) Change Management Lead

Question 44

Who is the individual or group in the organization accountable for the realization of the benefits of a change?
A) Change Management Lead
B) Change Agents
C) Change Management Team
D) Sponsor

Answer 44

Answer: D) Sponsor

Question 45

Who are the functional or social leaders, middle management, and subject matter experts from different areas in the organization who are trusted by colleagues, stakeholders, and executives for their insight into and understanding of the organization?
A) Change Management Lead
B) Change Agents
C) Change Management Team
D) Sponsor

Answer 45

Answer: B) Change Agents

Question 46

What can increase the likelihood of successful implementation and adoption of change?
A) Having a rigid structure
B) Having unclear processes
C) Having people with different visions and goals
D) Continually aligning the organization’s structure, processes, and people to a common vision

Answer 46

Answer: D) Continually aligning the organization’s structure, processes, and people to a common vision

Question 47

What is an important element of organizational alignment that can influence change strategy success?
A) The size of the organization
B) The location of the organization
C) The organizational culture
D) The level of competition in the industry

Answer 47

Answer: C) The organizational culture

Question 48

How is the transition from the current to a future state achieved?
A) By resisting change
B) By ignoring stakeholder concerns
C) By applying change management processes so that stakeholders are engaged before, during, and after the change process
D) By only engaging stakeholders after the change process is complete

Answer 48

Answer: C) By applying change management processes so that stakeholders are engaged before, during, and after the change process

Question 49

When is effective change management achieved?
A) When the perceived negative impacts and risks of the change are maximized
B) When the overall expected benefits are not achieved
C) When the overall expected benefits are achieved, ideally within the budget and schedule, and when the perceived negative impacts and risks of the change are minimized
D) When there is no budget or schedule for the change process

Answer 49

Answer: C) When the overall expected benefits are achieved, ideally within the budget and schedule, and when the perceived negative impacts and risks of the change are minimized.

Question 50

Why should change management processes be adapted for effectiveness, regardless of the project management methodology employed?
A) Because project management methodologies do not consider change management
B) Because change management methodologies only work with certain project management methodologies
C) Because change management and project management are interdependent and iterative
D) Because change management and project management should be kept separate

Answer 50

Answer: C)Because change management and project management are interdependent and iterative.

Question 51

What does the ACMP Standard mandate in terms of activities or process steps?
A) Specific activities and process steps that must be followed
B) General principles for change management
C) No specific activities or process steps
D) Specific activities and process steps for specific project management methodologies

Answer 51

Answer: C) No specific activities or process steps.

Question 52

What are the 5 Change Management Process Groups?
A) Evaluate Change Impact and Organizational Readiness, Formulate the Change Management Strategy, Develop the Change Management Plan, Execute the Change Management Plan, Complete the Change Management Effort
B) Evaluate Change Impact, Define the Change Management Strategy, Plan the Change Management Approach, Implement the Change Management Plan, Measure Change Management Success
C) Identify Change Impact and Risks, Plan Change Management, Implement Change Management, Evaluate Change Management Success, Transition to Business as Usual
D) Assess Change Impact and Stakeholders, Develop Change Management Plan, Implement Change Management Plan, Monitor Change Progress, Evaluate Change Results

Answer 52

Answer: A) Evaluate Change Impact and Organizational Readiness, Formulate the Change Management Strategy, Develop the Change Management Plan, Execute the Change Management Plan, Complete the Change Management Effort.

Question 53

What is the purpose of Phase 1 - Evaluate Change Impact and Organizational Readiness?
A) To develop the high-level approach for change management
B) To assess, evaluate, and anticipate an organization and its stakeholders’ readiness for change
C) To execute the detailed change management plans
D) To measure results and compare to the expected benefits or business objectives

Answer 53

Answer: B) To assess, evaluate, and anticipate an organization and its stakeholders’ readiness for change.

Question 54

Who is involved in Phase 2 - Formulate the Change Management Strategy?
A) Project managers and change agents
B) Sponsors, change leaders, content developers, program managers, customers, and others on the project
C) Stakeholders and employees affected by the change
D) Change management practitioners and consultants

Answer 54

Answer: B) Sponsors, change leaders, content developers, program managers, customers, and others on the project.

Question 55

What does Phase 3 - Develop the Change Management Plan include?
A) Communications, sponsorship, stakeholder engagement, learning and development, risk management, and measurement and benefits realization
B) Assessment of change impact and organizational readiness
C) Formulation of the change management strategy
D) Execution of the detailed change management plans

Answer 55

Answer: A) Communications, sponsorship, stakeholder engagement, learning and development, risk management, and measurement and benefits realization.

Question 56

What is the purpose of Phase 4 - Execute the Change Management Plan?
A) To assess, evaluate, and anticipate an organization and its stakeholders’ readiness for change
B) To develop the high-level approach for change management
C) To implement the work/actions in the detailed change management plans
D) To measure results and compare to the expected benefits or business objectives

Answer 56

Answer: C) To implement the work/actions in the detailed change management plans.

Question 57

What does Phase 5 - Complete the Change Management Effort include?
A) Assessment of change impact and organizational readiness
B) Formulation of the change management strategy
C) Execution of the detailed change management plans
D) Measuring results and comparing to the expected benefits or business objectives

Answer 57

Answer: D) Measuring results and comparing to the expected benefits or business objectives

Question 58

When should the evaluation of effects and readiness for change begin?
A) After formulating change management strategies and plans
B) During the execution of the change management plan
C) Before formulating change management strategies and plans
D) After completing the change management effort

Answer 58

Answer: C) Before formulating change management strategies and plans

Question 59

What is the purpose of Define the Change?
A) To evaluate the effects and readiness for change
B) To explain the current opportunity, risks or consequences, and benefits
C) To discern and specify the change the organization intends to adopt to meet a strategic objective
D) To facilitate the development of the organization’s operating state after the change has been adopted

Answer 59

Answer: C) To discern and specify the change the organization intends to adopt to meet a strategic objective

Question 60

What are the key factors to defining the change?
A) Developing a clear vision of the future state
B) Identifying goals, objectives, and success criteria
C) Fundamental questions around the change, the purpose, who will be impacted and how, and alignment of the change with organizational goals and needs
D) Providing tangible, concrete, measurable, and manageable goals that represent planned progress toward the adoption of the future state

Answer 60

Answer: C) Fundamental questions around the change, the purpose, who will be impacted and how, and alignment of the change with organizational goals and needs

Question 61

What are some examples of inputs for the step “define the change”?
A) Research, Charter, Strategic Plan, Success Measures
B) Business Case, Change Definition, Charter
C) Stakeholder Engagement Plan, Communications Plan, Training Plan, Risk Management Plan
D) Implementation Plan, Budget, Timeline, Resource Plan

Answer 61

Answer: A) Research, Charter, Strategic Plan, Success Measures

Question 62

What are some examples of outputs for the step “define the change”?
A) Change Definition, Charter
B) Research, Charter, Strategic Plan, Success Measures
C) Stakeholder Engagement Plan, Communications Plan, Training Plan, Risk Management Plan
D) Implementation Plan, Budget, Timeline, Resource Plan

Answer 62

Answer: A) Change Definition, Charter

Question 63

What is the purpose of Determine Why the Change is Required?
A) To evaluate the effects and readiness for change
B) To explain the current opportunity, risks or consequences, and benefits
C) To discern and specify the change the organization intends to adopt to meet a strategic objective
D) To facilitate the development of the organization’s operating state after the change has been adopted

Answer 63

Answer: B) To explain the current opportunity, risks or consequences, and benefits

Question 64

What is one of the biggest risks in successfully gaining stakeholder adoption?
A) A misunderstood or incomplete change rationale
B) Insufficient budget and resources for change management
C) Poor communication with stakeholders
D) Lack of support from the change management team

Answer 64

Answer: A) A misunderstood or incomplete change rationale

Question 65

What is the purpose of Develop a Clear Vision of the Future State?
A) To evaluate the effects and readiness for change
B) To explain the current opportunity, risks or consequences, and benefits
C) To discern and specify the change the organization intends to adopt to meet a strategic objective
D) To facilitate the development of the organization’s operating state after the change has been adopted

Answer 65

Answer: D) To facilitate the development of the organization’s operating state after the change has been adopted

Question 66

What is the purpose of Identify Goals, Objectives, and Success Criteria?
A) To evaluate the effects and readiness for change
B) To explain the current opportunity, risks or consequences, and benefits
C) To discern and specify the change the organization intends to adopt to meet a strategic objective
D) To provide tangible, concrete, measurable, and manageable goals that represent planned progress toward the adoption of the future state

Answer 66

Answer: D) To provide tangible, concrete, measurable, and manageable goals that represent planned progress toward the adoption of the future state

Question 67

What is the purpose of identifying sponsors accountable for the change?
A) To identify stakeholder attributes
B) To analyze how stakeholders will be impacted by the change
C) To determine accountability requirements
D) To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives

Answer 67

Answer: C) To determine accountability requirements

Question 68

What is the purpose of identifying stakeholders affected by the change?
A) To analyze how stakeholders will be impacted by the change
B) To determine the size, scope, and complexity of the change’s impact on key individuals and groups
C) To determine the cultural elements within the organization that may help or hinder the change direction
D) To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives

Answer 68

Answer: B) To determine the size, scope, and complexity of the change’s impact on key individuals and groups

Question 69

What is the purpose of assessing the change impact?
A) To determine the cultural elements within the organization that may help or hinder the change direction
B) To identify stakeholder attributes
C) To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives
D) To analyze how stakeholders will be impacted by the change and the change’s specific impact on people, processes, tools, organizational structure, roles, and technology

Answer 69

Answer: D) To analyze how stakeholders will be impacted by the change and the change’s specific impact on people, processes, tools, organizational structure, roles, and technology

Question 70

What is the purpose of assessing alignment of the change with organizational strategic objectives and performance measurement?
A) To determine the cultural elements within the organization that may help or hinder the change direction
B) To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives
C) To identify stakeholder attributes
D) To analyze how stakeholders will be impacted by the change and the change’s specific impact on people, processes, tools, organizational structure, roles, and technology

Answer 70

Answer: B) To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives

Question 71

What is the purpose of assessing external factors that may affect organizational change?
A) To determine the cultural elements within the organization that may help or hinder the change direction
B) To analyze how stakeholders will be impacted by the change and the change’s specific impact on people, processes, tools, organizational structure, roles, and technology
C) To identify stakeholder attributes
D) 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.

Answer 71

Answer: D) 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.

Question 72

What is the purpose of assessing organization culture(s) related to the change?
A) To determine the cultural elements within the organization that may help or hinder the change direction
B) To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives
C) To identify stakeholder attributes
D) To analyze how stakeholders will be impacted by the change and the change’s specific impact on people, processes, tools, organizational structure, roles, and technology

Answer 72

Answer: A) To determine the cultural elements within the organization that may help or hinder the change direction

Question 73

What is the purpose of assessing organizational capacity for change?
A) To determine the cultural elements within the organization that may help or hinder the change direction
B) To anticipate the impact of the expected benefits on the organization’s strategic goals and objectives
C) To identify stakeholder attributes
D) To determine the ability of the various stakeholders impacted by the change to adopt the change and move toward the future state.

Answer 73

Answer D: To determine the ability of the various stakeholders impacted by the change to adopt the change and move toward the future state.

Question 74

What is the purpose of assessing organizational readiness for change?
A) To determine the communication effort required to support the transition to the future state.
B) To determine the scale, magnitude, and complexity of the learning and development needed to ensure that the future state is successfully achieved.
C) To determine the identifiable risks to the proposed change.
D) To determine the organization’s preparedness for change activities.

Answer 74

Answer: D) To determine the organization’s preparedness for change activities.

Question 75

What is the purpose of assessing communication needs, communication channels, and ability to deliver key messages?
A) To determine the communication effort required to support the transition to the future state.
B) To determine the scale, magnitude, and complexity of the learning and development needed to ensure that the future state is successfully achieved.
C) To determine the organization’s preparedness for change activities.
D) To determine the communication strategy required to support the transition to the future state.

Answer 75

Answer: D) To determine the communication strategy required to support the transition to the future state.

Question 76

What is the purpose of assessing learning capabilities?
A) To determine the communication effort required to support the transition to the future state.
B) To determine the scale, magnitude, and complexity of the learning and development needed to ensure that the future state is successfully achieved.
C) To determine the organization’s preparedness for change activities.
D) To determine the identifiable risks to the proposed change.

Answer 76

Answer: B) To determine the scale, magnitude, and complexity of the learning and development needed to ensure that the future state is successfully achieved.

Question 77

What is the purpose of conducting change risks assessment?
A) To determine the communication effort required to support the transition to the future state.
B) To determine the scale, magnitude, and complexity of the learning and development needed to ensure that the future state is successfully achieved.
C) To determine the identifiable risks to the proposed change.
D) To determine the organization’s preparedness for change activities.

Answer 77

Answer: C) To determine the identifiable risks to the proposed change.

Question 78

What is the purpose of formulating the change management strategy?
A) To determine the communication effort required to support the transition to the future state.
B) To determine the scale, magnitude, and complexity of the learning and development needed to ensure that the future state is successfully achieved.
C) To determine the identifiable risks to the proposed change.
D) To develop the overarching approach for how an organization transitions from its current state to its future state.

Answer 78

Answer: D) To develop the overarching approach for how an organization transitions from its current state to its future state.

Question 79

What details are included in the change management strategy?
A) The scale, scope, and complexity of the change program
B) The implementation options, challenges, and constraints
C) The opportunities, success criteria, and measurements
D) All of the above

Answer 79

Answer: D) All of the above

Question 80

What is the potential consequence of inadequate change planning?
A) Poor adoption
B) Increased stakeholder engagement
C) Improved communication
D) Successful and sustainable change implementation

Answer 80

Answer: A) Poor adoption

Question 81

How does sponsorship engagement impact the success of change?
A) It has no impact
B) It has an indirect impact
C) It has a positive impact
D) It has a negative impact

Answer 81

Answer: C) It has a positive impact

Question 82

Why are risk levels higher for changes that require behavior changes?
A) Behavior changes are easier to make compared to learning a new system or process
B) Behavior changes are more disruptive than learning a new system or process
C) Behavior changes are harder to make compared to learning a new system or process
D) Behavior changes have no impact on change success

Answer 82

Answer: C) Behavior changes are harder to make compared to learning a new system or process

Question 83

When is change success at a greater risk?
A) When customers and vendors are not affected by the change
B) When customers and vendors are not aware of the change
C) When customers and vendors are affected by the change
D) When customers and vendors are not interested in the change

Answer 83

Answer: C) When customers and vendors are affected by the change

Question 84

How does an organization’s past failures with change impact the risk of current change?
A) It has no impact
B) It reduces the risk
C) It increases the risk
D) It eliminates the risk

Answer 84

Answer: C) It increases the risk

Question 85

Who must validate and approve the Change Management Strategy?
A) The project team
B) The change program sponsor and appropriate program team
C) The organizational leadership only
D) The organizational leadership and the project team

Answer 85

Answer: B) The change program sponsor and appropriate program team

Question 86

What is the purpose of developing the Communication Strategy?
A) To create a strategy that ensures the organization and its customers are not aware of the change
B) To create a strategy that ensures the organization and its customers understand the organizational rationale for the change
C) To create a strategy that ensures the organization and its customers are confused about the change
D) To create a strategy that ensures the organization and its customers are not interested in the change

Answer 86

Answer: B) To create a strategy that ensures the organization and its customers understand the organizational rationale for the change

Question 87

When does successful communication of the Case for Change occur?
A) When business rationale communications are insufficient
b) When stakeholders cannot articulate how the change affects them
C) When each type and level of stakeholder can clearly articulate what is changing and how it affects the organization
D) When stakeholders are not interested in the change

Answer 87

Answer: C) When each type and level of stakeholder can clearly articulate what is changing, how the change benefits or affects the organization, and how the change affects him or her individually (often referred to as “What’s In It for Me”)

Question 88

How can storytelling techniques assist in communicating the message to the target audience?
A) By providing only factual information
B) By using complicated language
C) By including interesting narratives, human interest stories, and arresting imagery
D) By making the message sound boring

Answer 88

Answer: C) By including interesting narratives, human interest stories, and arresting imagery

Question 89

Which of the following is NOT an effective communication strategy?
A) Tailoring the communication activities to the needs
B) Using message feedback
C) Using push/pull/interactive communications
D) Ignoring the target audience’s needs

Answer 89

Answer: D) Ignoring the target audience’s needs

Question 90

What should be included in the Communication Strategy?
A) The color scheme of the communication materials
B) The roles, responsibilities, accountabilities, resources, and timelines for communication content review and sign-off prior to publication
C) The types of food served during communication events
D) The names of all employees who will be impacted by the change

Answer 90

Answer: B) The roles, responsibilities, accountabilities, resources, and timelines for communication content review and sign-off prior to publication

Question 91

What is the purpose of developing the Sponsorship Strategy?
A) To make the change as difficult as possible for employees
B) To create a high-level approach for preparing and leveraging the sponsors to promote, gain support for, and drive adoption of a change
C) To keep the sponsors uninformed about the change
D) To avoid involving the sponsors in the change process

Answer 91

Answer: B) To create a high-level approach for preparing and leveraging the sponsors to promote, gain support for, and drive adoption of a change

Question 92

What is the purpose of developing the Stakeholder Engagement Strategy?
A) To exclude certain stakeholders from the change process
B) To identify an approach to ensure that individuals or groups impacted by a change and those who can positively affect the overall success of the change are engaged in the change effort
C) To avoid engaging stakeholders in the change effort
D) To avoid creating a successful change implementation

Answer 92

Answer: B) To identify an approach to ensure that individuals or groups impacted by a change and those who can positively affect the overall success of the change are engaged in the change effort

Question 93

What does the Readiness Strategy focus on?
A) What actions and activities need to be completed after the change is implemented
B) What actions and activities need to be completed during the change implementation
C) What actions and activities need to be completed in advance of the change being implemented
D) None of the above

Answer 93

Answer: C) What actions and activities need to be completed in advance of the change being implemented

Question 94

What is the purpose of developing the Learning and Development Strategy?
A) To create a change that is as difficult as possible for employees
B) To define the knowledge, skills, and competencies required for stakeholders to adopt the change, which informs creation and delivery of learning and development programs and training courses
C) To avoid providing any learning and development opportunities for employees
D) To make the change implementation unsuccessful

Answer 94

Answer: B) To define the knowledge, skills, and competencies required for stakeholders to adopt the change, which informs creation and delivery of learning and development programs and training courses

Question 95

What does the Learning and Development Strategy ensure?
A) That impacted stakeholders are not equipped with the necessary knowledge, skills, and abilities to achieve the future state
B) That impacted stakeholders are equipped with the necessary knowledge, skills, and abilities to achieve the future state
C) That only a select few employees receive learning and development opportunities
D) That the learning and development opportunities are not evaluated

Answer 95

Answer: B) That impacted stakeholders are equipped with the necessary knowledge, skills, and abilities

Question 96

What techniques can be used to assist in communicating a message to the target audience?
A) Long written reports
B) Short bullet-pointed summaries
C) Use of storytelling techniques that include interesting narratives, human interest stories, and arresting imagery
D) None of the above

Answer 96

Answer: C) Use of storytelling techniques that include interesting narratives, human interest stories, and arresting imagery

Question 97

What are the key components of an Effective Communication Strategy?
A) Tailoring the communication activities to the needs
B) Using only push communications
C) Using verbal communications only
D) Determining the best communication strategies based on personal preference

Answer 97

Answer: A) Tailoring the communication activities to the needs

Question 98

What should be included in the Communication Strategy?
A) Only the message to be communicated
B) Roles and responsibilities of the change management team
C) Accountabilities of impacted stakeholders
D) Roles, responsibilities, accountabilities, resources, and timelines for communication content review and sign-off prior to publication

Answer 98

Answer: D) Roles, responsibilities, accountabilities, resources, and timelines for communication content review and sign-off prior to publication

Question 99

What is the purpose of developing the Sponsorship Strategy?
A) To create a high-level approach for preparing and leveraging the sponsors to promote, gain support for, and drive adoption of a change
B) To identify an approach to ensure that individuals or groups impacted by a change and those who can positively affect the overall success of the change are engaged in the change effort
C) To define the knowledge, skills, and competencies required for stakeholders to adopt the change
D) None of the above

Answer 99

Answer: A) To create a high-level approach for preparing and leveraging the sponsors to promote, gain support for, and drive adoption of a change

Question 100

What is the purpose of developing the Stakeholder Engagement Strategy?
A) To create a high-level approach for preparing and leveraging the sponsors to promote, gain support for, and drive adoption of a change
B) To identify an approach to ensure that individuals or groups impacted by a change and those who can positively affect the overall success of the change are engaged in the change effort
C) To define the knowledge, skills, and competencies required for stakeholders to adopt the change
D) None of the above

Answer 100

Answer: B) To identify an approach to ensure that individuals or groups impacted by a change and those who can positively affect the overall success of the change are engaged in the change effort

Question 101

What is the focus of the Readiness Strategy?
A) To define success criteria and measures to monitor whether the change is achieving its expected benefits
B) To identify an approach to ensure that individuals or groups impacted by a change and those who can positively affect the overall success of the change are engaged in the change effort
C) To describe how the change will become part of the organization’s normal functioning
D) To identify what actions and activities need to be completed in advance of the change being implemented

Answer 101

Answer: D) To identify what actions and activities need to be completed in advance of the change being implemented

Question 102

What is the purpose of developing the Learning and Development Strategy?
A) To create a high-level approach for preparing and leveraging the sponsors to promote, gain support for, and drive adoption of a change
B) To define the knowledge, skills, and competencies required for stakeholders to adopt the change
C) To describe how the change will become part of the organization’s normal functioning
D) None of the above

Answer 102

Answer: B) To define the knowledge, skills, and competencies required for stakeholders to adopt the change

Question 103

What is the purpose of the learning and development strategy?
A) To define the success criteria and measures to monitor the change
B) To identify an approach to engage stakeholders impacted by the change
C) To equip impacted stakeholders with necessary knowledge and skills to achieve the future state
D) To define the human, physical, and financial resources needed to implement the change effort

Answer 103

Answer: C) To equip impacted stakeholders with necessary knowledge and skills to achieve the future state

Question 104

What should the learning and development strategy explain?
A) The importance of evaluating the change effort
B) The success criteria and measures to monitor the change
C) How to identify and develop competent sponsors
D) The importance of evaluating learning and development and how to approach it

Answer 104

Answer: D) The importance of evaluating learning and development and how to approach it

Question 105

What is the purpose of developing the Measurement and Benefit Realization Strategy?
A) To define success criteria and measures to monitor the change
B) To identify an approach to engage stakeholders impacted by the change
C) To equip impacted stakeholders with necessary knowledge and skills to achieve the future state
D) To describe how the change will become part of the organization’s normal functioning

Answer 105

Answer: A) To define success criteria and measures to monitor the change

Question 106

What should be used to determine what is required to achieve the future state?
A) Stakeholder engagement plan
B) Sustainability plan
C) Change objectives and goals
D) Communication plan

Answer 106

Answer: C) Change objectives and goals

Question 107

What is the purpose of developing the Sustainability Strategy?
A) To define success criteria and measures to monitor the change
B) To identify an approach to engage stakeholders impacted by the change
C) To equip impacted stakeholders with necessary knowledge and skills to achieve the future state
D) To describe how the change will become part of the organization’s normal functioning

Answer 107

Answer: D) To describe how the change will become part of the organization’s normal functioning

Question 108

What is the Change Management Plan?
A) A plan to evaluate learning and development
B) A plan to define the success criteria and measures to monitor the change
C) A plan to identify an approach to engage stakeholders impacted by the change
D) A series of component plans that define the scope of the change effort and how it will be undertaken, controlled, and monitored

Answer 108

Answer: D) A series of component plans that define the scope of the change effort and how it will be undertaken, controlled, and monitored

Question 109

What are the key components of the Change Management Plan?
A) Resource plan, sponsorship plan, stakeholder engagement plan, communication plan, impact assessment and readiness plan, learning and development plan, sustainability plan
B) Measurement and benefit realization plan, sustainability plan, learning and development plan, sponsorship plan
C) Impact assessment and readiness plan, stakeholder engagement plan, communication plan, resource plan
D) Sustainability plan, communication plan, stakeholder engagement plan, resource plan

Answer 109

Answer: A) Resource plan, sponsorship plan, stakeholder engagement plan, communication plan, impact assessment and readiness plan, learning and development plan, sustainability plan

Question 110

What does the Resource Plan define?
A) Success criteria and measures to monitor the change
B) An approach to engage stakeholders impacted by the change
C) Human, physical, and financial resources needed to implement the change effort
D) How to identify, develop, and strengthen the competencies required to lead/sponsor a change initiative

Answer 110

Answer: C) Human, physical, and financial resources needed to implement the change effort

Question 111

What does the Sponsorship Plan define?
A) The timeline for the change initiative
B) The expected benefits of the change effort
C) How to identify and strengthen the competencies required to lead the change initiative
D) The communication plan for the change initiative

Answer 111

Answer: C) How to identify and strengthen the competencies required to lead the change initiative.

Question 112

What does the Stakeholder Engagement Plan outline?
A) The expected benefits of the change effort
B) The timeline for the change initiative
C) The competencies required to lead the change initiative
D) The activities and metrics to ensure stakeholder engagement

Answer 112

Answer: D) The activities and metrics to ensure stakeholder engagement.

Question 113

What might be included in strategic communication activities?
A) The timeline for the change initiative
B) The expected benefits of the change effort
C) The competencies required to lead the change initiative
D) The amount of financial resources needed to implement the change effort

Answer 113

Answer: B) The expected benefits of the change effort, among other things.

Question 114

Why is review and approval of the Change Management Plan necessary?
A) To ensure that the organization’s normal functioning is not disrupted
B) To ensure that the activities and milestones are coordinated with project activities
C) To ensure that the human, physical, and financial resources are adequate for the change effort
D) To ensure that the Stakeholder Engagement Plan is effective

Answer 114

Answer: B) To ensure that the activities and milestones are coordinated with project activities.

Question 115

How frequently should feedback be collected during the change management process?
A) Once at the beginning of the process
B) Frequently and at appropriate intervals
C) At the end of the process
D) Feedback is not necessary

Answer 115

Answer: B) Frequently and at appropriate intervals

Question 116

What is the purpose of executing the Change Management Plan?
A) To create the Resource Plan
B) To define success criteria for the change effort
C) To monitor, measure, and control delivery against baseline plans
D) To collect feedback from stakeholders

Answer 116

Answer: C) To monitor, measure, and control delivery against baseline plans

Question 117

What is necessary to ensure delivery of the Resource Plan?
A) Coordination of finances, people, information, and physical resources
B) A thorough understanding of the project scope
C) A comprehensive stakeholder engagement plan
D) A well-defined sustainability strategy

Answer 117

Answer: A) Coordination of finances, people, information, and physical resources

Question 118

How should human resources be integrated into the change team?
A) They should work separately from the change team
B) They should be recruited, selected, and oriented to the project and integrated with the change team
C) They should be given their own project to work on
D) They should only be integrated with the change team at the end of the process

Answer 118

Answer: B) They should be recruited, selected, and oriented to the project and integrated with the change team

Question 119

What does information resources management involve?
A) Building change capability and supporting the resources plan
B) Systematically creating, storing, sharing, and disseminating data records, documents, and reports related to the Change Management effort
C) Defining success criteria and measures to monitor whether the change is achieving its expected benefits
D) Outlining the activities and metrics that will be established to ensure stakeholders can make the changes required

Answer 119

Answer: B) Systematically creating, storing, sharing, and disseminating data records, documents, and reports related to the Change Management effort

Question 120

Why is it important to execute the feedback channels and mechanisms identified in the Communication Strategy?
A) They are not important
B) They provide stakeholders with the opportunity to ask questions and provide updates on how they are experiencing the change
C) They help define success criteria for the change effort
D) They ensure that the Resource Plan is executed properly

Answer 120

Answer: B) They provide stakeholders with the opportunity to ask questions and provide updates on how they are experiencing the change

Question 121

What is a key factor for successful sponsorship during the change management process?
A) A well-defined sustainability strategy
B) A comprehensive stakeholder engagement plan
C) Leaders recognizing the people side of change and visibly participating with stakeholders throughout the project
D) A thorough understanding of the project scope

Answer 121

Answer: C) Leaders recognizing the people side of change and visibly participating with stakeholders throughout the project

Question 122

What is the purpose of coaching for sponsors?
A) To create the Resource Plan
B) To collect feedback from stakeholders
C) To address the need for sponsors to understand their role, responsibilities, and expectations
D) To define success criteria for the change effort

Answer 122

Answer: C) To address the need for sponsors to understand their role, responsibilities, and expectations

Question 123

What is the purpose of the Stakeholder Engagement Plan?
A) To identify and strengthen competencies required for leading a change initiative
B) To execute the change management plan
C) To establish the tasks for stakeholder communication and adoption of change
D) To measure the success of learning and development activities

Answer 123

Answer: C) To establish the tasks for stakeholder communication and adoption of change

Question 124

What is the purpose of measuring the success of learning and development activities?
A) To establish the tasks for stakeholder communication and adoption of change
B) To monitor stakeholder awareness of change
C) To evaluate the effectiveness of the sustainability plan
D) To determine whether participants learned the necessary skills

Answer 124

Answer: D) To determine whether participants learned the necessary skills

Question 125

Why is it important to monitor progress during execution?
A) To identify and strengthen competencies required for leading a change initiative
B) To understand the change benefits and determine the wider change impact
C) To measure the success of learning and development activities
D) To execute the sustainability plan

Answer 125

Answer: B) To understand the change benefits and determine the wider change impact

Question 126

What should be the result of successfully adopting planned changes?
A) Improved efficiency
B) Responding to changing requirements
C) Establishing mechanisms for continuous improvement
D) Developing a culture that will sustain the change

Answer 126

Answer: A) Improved efficiency

Question 127

What is the purpose of the Execute Sustainability Plan?
A) To measure the success of learning and development activities
B) To establish the tasks for stakeholder communication and adoption of change
C) To cultivate a culture that will sustain the change once it has been implemented
D) To respond to changing requirements and implement improvements

Answer 127

Answer: C) To cultivate a culture that will sustain the change once it has been implemented

Question 128

What is the purpose of Continuous Improvement?
A) To execute the sustainability plan
B) To respond to changing requirements and implement improvements
C) To establish the tasks for stakeholder communication and adoption of change
D) To measure the success of learning and development activities

Answer 128

Answer: B) To respond to changing requirements and implement improvements

Question 129

What is the purpose of conducting lessons learned?
A) To evaluate the success or adoption outcomes of the Change Management Program
B) To record the change objectives
C) To create a new change management program
D) To hire new team members

Answer 129

Answer: A) To evaluate the success or adoption outcomes of the Change Management Program

Question 130

Who conducts an evaluation of lessons learned?
A) The project sponsor
B) The Change Management lead
C) Customers
D) Third-party consultants

Answer 130

Answer: B) The Change Management lead

Question 131

What must happen with the ownership of all change outcomes?
A) They must be transferred from change resources to stakeholder operational resources
B) They must be kept with the change resources
C) They must be transferred to a third-party vendor
D) They must be deleted

Answer 131

Answer: A) They must be transferred from change resources to stakeholder operational resources

Question 132

When was the Association of Change Management Professionals (ACMP) launched?
A) 2001
B) 2011
C) 2021
D) 2031

Answer 132

Answer: B) 2011

Question 133

What is the purpose of the Change Management Professional Code of Ethics?
A) To establish guidelines for responsible behavior and set forth a common understanding for how to identify and resolve ethical dilemmas
B) To establish guidelines for certification process
C) To establish guidelines for professional standards
D) To establish guidelines for organizations implementing change management

Answer 133

Answer: A) To establish guidelines for responsible behavior and set forth a common understanding for how to identify and resolve ethical dilemmas

Question 134

Who does the ACMP Code of Ethics apply to?
A) ACMP Members
B) ACMP Certificate Holders and Applicants
C) ACMP volunteers, staff, and contractors
D) All of the above

Answer 134

Answer: D) All of the above

Question 135

How is the ACMP Code of Ethics divided?
A) Into sections that contain tenets of conduct outlined within five duties: Honesty, Responsibility, Fairness, Respect, and Advancing the Discipline and Supporting Practitioners.
B) Into sections that contain tenets of conduct outlined within four duties: Honesty, Responsibility, Fairness, and Respect.
C) Into sections that contain tenets of conduct outlined within six duties: Honesty, Responsibility, Fairness, Respect, Advancing the Discipline, and Supporting Practitioners.
D) Into sections that contain tenets of conduct outlined within seven duties: Honesty, Responsibility, Fairness, Respect, Advancing the Discipline, Supporting Practitioners, and Certification Process.

Answer 135

Answer: A) Into sections that contain tenets of conduct outlined within five duties: Honesty, Responsibility, Fairness, Respect, and Advancing the Discipline and Supporting Practitioners.

Question 136

What is the duty in honesty in the ACMP Code of Ethics?
A) To demonstrate honesty through understanding the truth and acting in a truthful manner both in our communications and in our conduct.
B) To demonstrate honesty through understanding the truth and acting in a respectful manner both in our communications and in our conduct.
C) To demonstrate honesty through understanding the truth and acting in a responsible manner both in our communications and in our conduct.
D) To demonstrate honesty through understanding the truth and acting in a fair manner both in our communications and in our conduct.

Answer 136

Answer: A) To demonstrate honesty through understanding the truth and acting in a truthful manner both in our communications and in our conduct.

Question 137

How do we demonstrate honesty in the ACMP Code of Ethics?
A) Through Truth, Sincerity, and Candor
B) Through Honesty, Responsibility, and Fairness
C) Through Respect, Advancing the Discipline, and Supporting Practitioners
D) Through Guidelines, Certification Process, and Professional Standards

Answer 137

Answer: A) Through Truth, Sincerity, and Candor

Question 138

What are the three required components to be considered a profession, according to the text?
A) Unique set of professional standards, the creation and maintenance of a certification process, and the establishment of guidelines which govern the profession as a whole
B) Association membership, a certification process, and on-the-job training
C) College degree, years of experience, and professional references
D) None of the above

Answer 138

Answer: A) Unique set of professional standards, the creation and maintenance of a certification process, and the establishment of guidelines which govern the profession as a whole

Question 139

What is the purpose of the Change Management Professional Code of Ethics?
A) To establish guidelines for responsible behavior and set forth a common understanding for how to identify and resolve ethical dilemmas.
B) To provide a set of rules for ACMP members to follow.
C) To promote ethical behavior in the workplace.
D) None of the above

Answer 139

Answer: A) To establish guidelines for responsible behavior and set forth a common understanding for how to identify and resolve ethical dilemmas.

Question 140

How many duties are outlined in the ACMP Code of Ethics?
A) 4
B) 5
C) 6
D) 7

Answer 140

Answer: B) 5

Question 141

Which duty involves taking full ownership for the decisions we make or fail to make, the actions we take or fail to take, and the consequences that result?
A) Duty in honesty
B) Duty of responsibility
C) Duty of fairness
D) Duty of respect

Answer 141

Answer: B) Duty of responsibility

Question 142

Which duty involves representing ourselves with impartiality, objectivity, openness, due process, and proportionality?
A) Duty in honesty
B) Duty of responsibility
C) Duty of fairness
D) Duty of respect

Answer 142

Answer: C) Duty of fairness

Question 143

What is the duty of respect?
A) To demonstrate honesty through understanding the truth and acting in a truthful manner both in our communications and in our conduct.
B) To take full ownership for the decisions we make or fail to make, the actions we take or fail to take, and the consequences that result.
C) To acknowledge and honor the absolute dignity of every person.
D) To create a community of professionals who share an ethos of consistently striving to deliver best practice and added value for their clients or employers.

Answer 143

Answer: C) To acknowledge and honor the absolute dignity of every person.

Question 144

What is the purpose of the duty of Advancing the Discipline & Supporting Practitioners?
A) To promote ethical behavior in the workplace.
B) To acknowledge and honor the absolute dignity of every person.
C) To create a community of professionals who share an ethos of consistently striving to deliver best practice and added value for their clients or employers.
D) None of the above

Answer 144

Answer: C) To create a community of professionals who share an ethos of consistently striving to deliver best practice and added value for their clients or employers.

Question 145

What may happen if someone violates the ACMP Code of Ethics?
A) They may receive a warning.
B) They may be fined.
C) They may face sanctions by ACMP.
D) None of the above

Answer 145

Answer: C) They may face sanctions by ACMP.