100+ Free APMG Change Management Foundation Practice Questions

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According to the Kubler-Ross change curve, which sequence best represents an individual's emotional response to change?

Denial, anger, bargaining, depression, acceptance

Shock, anger, bargaining, recovery, mastery

Awareness, desire, knowledge, ability, reinforcement

Endings, neutral zone, new beginnings, integration, mastery

to track

2026 Statistics

Key Facts: APMG Change Management Foundation Exam

100+

Practice Questions Here

OpenExamPrep APMG Change Mgmt bank

50%

Passing Score (25/50)

APMG International

40 min

Time Limit

APMG International

Closed Book

Exam Format

APMG Foundation

Lifetime

Certification Validity

Foundation does not expire

2026

Content Refresh

Effective Change Manager's Handbook

APMG Change Management Foundation is a 40-minute, 50-question closed-book exam requiring 50% to pass (25/50). It covers change and the individual (Kubler-Ross, Bridges, Maslow, Herzberg, Skinner/Pavlov conditioning, learning styles), change and the organization (Burke-Litwin, McKinsey 7-S, Lewin, Kotter 8 steps, Schein/Handy/Hofstede culture), communication and stakeholders (Mendelow power-interest, Shannon-Weaver, Berlo SMCR), and change practice (Tuckman, Belbin, Ackerman change types, Senge learning organization, Kotter & Schlesinger resistance strategies). No prerequisites. Lifetime certification.

Sample APMG Change Management Foundation Practice Questions

Try these sample questions to test your APMG Change Management Foundation exam readiness. Each question includes a detailed explanation. Start the interactive quiz above for the full 100+ question experience with AI tutoring.

1According to the Kubler-Ross change curve, which sequence best represents an individual's emotional response to change?

A.Denial, anger, bargaining, depression, acceptance

B.Shock, anger, bargaining, recovery, mastery

C.Awareness, desire, knowledge, ability, reinforcement

D.Endings, neutral zone, new beginnings, integration, mastery

Explanation: The Kubler-Ross 'change curve' (originally a five-stage grief model) describes the emotional journey as denial, anger, bargaining, depression, and acceptance. Change managers use it to anticipate where individuals are emotionally. Exam Tip: APMG questions often test exact terminology and order of stages.

2In Bridges' Transition Model, what are the three phases an individual passes through during change?

A.Endings, the neutral zone, new beginnings

B.Unfreeze, change, refreeze

C.Denial, resistance, exploration

D.Awareness, desire, reinforcement

Explanation: William Bridges distinguished 'change' (the external event) from 'transition' (the internal psychological process). Transition has three phases: endings (letting go), the neutral zone (uncertainty), and new beginnings (commitment to the new state). Exam Tip: Bridges' phases are about psychology — Lewin's are about organisational state.

3Which behaviourist is most associated with operant conditioning, where behaviour is shaped by its consequences?

A.B.F. Skinner

B.Ivan Pavlov

C.Albert Bandura

D.Abraham Maslow

Explanation: B.F. Skinner developed operant conditioning, where behaviour is reinforced or punished by its consequences (reward shapes future behaviour). Pavlov is associated with classical conditioning (stimulus-response). Exam Tip: Pavlov = classical (involuntary), Skinner = operant (voluntary).

4Albert Bandura's social learning theory emphasises which key mechanism of learning?

A.Learning by observing and modelling others

B.Conditioning through repeated reinforcement

C.Insight gained through cognitive restructuring

D.Self-actualisation through hierarchy of needs

Explanation: Bandura's social learning theory states that people learn behaviours, attitudes, and emotional reactions by observing others (modelling), without necessarily experiencing reinforcement directly. This is central to mentoring, role-modelling, and 'walk the talk' leadership in change. Exam Tip: Bandura = observational/modelling.

5Which level of Maslow's Hierarchy of Needs is at the very top of the pyramid?

A.Self-actualisation

B.Esteem

C.Belonging

D.Safety

Explanation: Maslow's hierarchy from bottom to top is: physiological, safety, belonging/love, esteem, self-actualisation. Self-actualisation — realising one's full potential — sits at the apex. Exam Tip: Lower-level needs (food, safety) must generally be met before higher needs become motivating.

6In Herzberg's Two-Factor Theory, which of the following is classified as a 'motivator' rather than a 'hygiene factor'?

A.Recognition for achievement

B.Salary

C.Working conditions

D.Company policy

Explanation: Herzberg distinguished motivators (intrinsic — achievement, recognition, the work itself, responsibility, advancement) from hygiene factors (extrinsic — pay, supervision, conditions, policy). Hygiene factors prevent dissatisfaction; only motivators produce satisfaction. Exam Tip: Improving hygiene removes dissatisfaction but does not motivate.

7Vroom's expectancy theory of motivation states that motivation is the product of three factors. Which set lists them correctly?

A.Expectancy, instrumentality, valence

B.Achievement, affiliation, power

C.Awareness, desire, ability

D.Hygiene, motivators, environment

Explanation: Vroom proposed Motivation = Expectancy x Instrumentality x Valence. Expectancy is belief that effort produces performance; instrumentality is belief that performance produces a reward; valence is the value placed on that reward. If any factor is zero, motivation is zero. Exam Tip: All three multiply — a single weak link kills motivation.

8McClelland's theory of needs identifies three social motives. Which option lists them?

A.Need for achievement, need for affiliation, need for power

B.Physiological, safety, self-actualisation

C.Autonomy, mastery, purpose

D.Expectancy, instrumentality, valence

Explanation: David McClelland identified three learned needs that drive behaviour: achievement (nAch), affiliation (nAff), and power (nPow). Different individuals are motivated to different degrees by each, which affects how they respond to change. Exam Tip: People high in nAch want challenging-but-achievable goals; high nPow want influence; high nAff want belonging.

9Honey and Mumford identified four learning styles. Which option correctly lists them?

A.Activist, reflector, theorist, pragmatist

B.Visual, auditory, kinaesthetic, reading

C.Concrete, abstract, active, reflective

D.Innovator, early adopter, late majority, laggard

Explanation: Honey and Mumford (building on Kolb) defined four preferred learning styles: activists (learn by doing), reflectors (learn by observing), theorists (learn by understanding models), and pragmatists (learn by applying ideas). Effective change interventions cater to all four. Exam Tip: Honey-Mumford styles map onto Kolb's experiential learning cycle.

10An MBTI assessment classifies people across four dichotomies. Which option lists them correctly?

A.Extraversion-Introversion, Sensing-Intuition, Thinking-Feeling, Judging-Perceiving

B.Activist-Reflector, Theorist-Pragmatist, Detail-Big Picture, Logic-Emotion

C.Visual-Auditory, Verbal-Kinaesthetic, Solo-Group, Fast-Slow

D.Driver-Analytical, Amiable-Expressive, Internal-External, Action-Reflection

Explanation: The Myers-Briggs Type Indicator (MBTI) measures four preferences: where you focus attention (E/I), how you take in information (S/N), how you decide (T/F), and how you orient to the outside world (J/P). The combination produces 16 personality types. Exam Tip: Change managers use MBTI to anticipate how different team members react to change.

About the APMG Change Management Foundation Exam

The APMG Change Management Foundation certification validates understanding of how change affects, and is affected by, individuals, teams, and organizations. Based on the Effective Change Manager's Handbook and aligned with the Change Management Institute's CMI Body of Knowledge, the exam tests four core areas: change and the individual, change and the organization, communication and stakeholder engagement, and change management practice. It is a 40-minute, closed-book exam with 50 multiple-choice questions requiring 50% (25/50) to pass. APMG Change Management is widely recognized across UK, Europe, and Commonwealth countries and is a recognized pathway to Change Management Institute (CMI) Foundation membership.

Questions

50 scored questions

Time Limit

40 minutes

Passing Score

50% (25/50)

Exam Fee

~$406 USD (APMG International)

APMG Change Management Foundation Exam Content Outline

Individual

Change and the Individual

Learning theories (Pavlov/Skinner conditioning, Bandura social learning, NLP), motivation (Maslow, Herzberg, Vroom, McClelland), Kubler-Ross change curve, Bridges' transition model, MBTI, Honey-Mumford learning styles, resilience

Organization

Change and the Organization

PESTLE drivers, Burke-Litwin causal model, McKinsey 7-S, organizational culture (Schein 3 levels, Handy types, Hofstede dimensions), Morgan's metaphors, Lewin force-field and unfreeze-change-refreeze, Kotter 8 steps, Galpin 9-step wheel

Stakeholders

Communication and Stakeholder Engagement

Mendelow power-interest matrix, RACI, stakeholder salience, Shannon-Weaver and Berlo SMCR communication models, Schramm 4 P's, push/pull/interactive channels, barriers, Gestalt perception, feedback

Practice

Change Management Practice

Ackerman change types (developmental/transitional/transformational), Tuckman team stages (forming-storming-norming-performing-adjourning), Belbin team roles, Senge's 5 disciplines, Kotter & Schlesinger 6 resistance strategies, sustaining change

How to Pass the APMG Change Management Foundation Exam

What You Need to Know

Passing score: 50% (25/50)
Exam length: 50 questions
Time limit: 40 minutes
Exam fee: ~$406 USD

Keys to Passing

Complete 500+ practice questions
Score 80%+ consistently before scheduling
Focus on highest-weighted sections
Use our AI tutor for tough concepts

APMG Change Management Foundation Study Tips from Top Performers

1Master the individual change models first — Kubler-Ross, Bridges, Maslow, and Herzberg appear frequently

2Learn Kotter's 8 steps and Lewin's 3-phase model in exact sequence — order matters on the exam

3Memorize the Mendelow power-interest matrix quadrants and what action each demands

4Know the differences between Ackerman's three change types: developmental, transitional, transformational

5Practice Kotter & Schlesinger's 6 strategies for dealing with resistance — easy to confuse on exam

Frequently Asked Questions

What is the APMG Change Management Foundation passing score?

The APMG Change Management Foundation exam requires 50% to pass, which means at least 25 correct answers out of 50 multiple-choice questions. The exam is 40 minutes long and closed-book. It is delivered online or at accredited training organizations through APMG International.

Do I need change management experience for the APMG Foundation exam?

No. APMG Change Management Foundation has no prerequisites — anyone can take the exam. It is designed as an entry-level certification for those new to change management or wanting to validate their understanding of the discipline. Accredited training is recommended but not required.

What is the difference between APMG Change Management Foundation and Practitioner?

Foundation tests knowledge and understanding of change management theories and models (50 questions, 40 minutes, closed-book, 50% pass). Practitioner tests the ability to apply change management to scenarios (4 questions worth 20 marks each, 2.5 hours, restricted open-book using the Effective Change Manager's Handbook, 50% pass). You must pass Foundation before taking Practitioner.

How does APMG Change Management compare to Prosci?

APMG Change Management is a theory-rich, model-based qualification covering many academic frameworks (Kotter, Lewin, Bridges, Kubler-Ross, Schein, etc.) aligned to the Change Management Institute's CMBoK. Prosci is a single-methodology certification built around the proprietary ADKAR model. APMG is more popular in UK/Europe; Prosci is more popular in North America. Many practitioners hold both.

Is the APMG Change Management Foundation certification valid for life?

Yes. The APMG Change Management Foundation certification does not expire and does not require renewal or continuing education. The Practitioner certification, however, is valid for 5 years and requires re-registration between years 3 and 5 to maintain 'Registered Practitioner' status.

What textbook is the APMG Change Management exam based on?

The APMG Change Management qualifications are based on the Effective Change Manager's Handbook (published by APMG/Kogan Page) and aligned with the Change Management Institute's CMI Body of Knowledge (CMBoK). Older syllabus versions referenced 'Making Sense of Change Management' by Cameron and Green. Confirm with your training provider which version your exam covers.