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| Certification Vendor: | APMG International |
|---|---|
| Exam Name: | APMG Agile Project Management (AgilePM) Practitioner Examination |
| Exam Number: | AgilePM-Practitioner |
| Exam Price: | Varies by region and training provider (typically ~£250–£350 GBP) |
| Available Languages: | English |
| Real Exam Qty: | 4 scenario-based questions (objective testing format with multiple sub-questions) |
| Exam Duration: | 150 minutes |
| Passing Score: | 50% (typically 40/80 marks) |
| Exam Format: | Closed book, Multiple-part questions, Scenario-based objective testing |
| Related Certifications: | AgilePM Foundation AgilePM Practitioner |
| Certificate Validity Period: | 5 years (subject to APMG certification renewal policy) |
| Recommended Training: | APMG Accredited AgilePM Training Providers DSDM Agile Project Management Guidance |
| Exam Registration: | APMG Candidate Portal / Exam Booking APMG International AgilePM Page |
| Sample Questions: | APMG-International AgilePM-Practitioner Sample Questions |
| Exam Way: | Online proctored or accredited test centre exam |
| Pre Condition: | APMG AgilePM Foundation certification is recommended or required before sitting the Practitioner exam (varies by provider and training route). |
| Official Syllabus URL: | https://apmg-international.com/product/agilepm |
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NEW QUESTION # 22
The Customer Services Manager used to work in a call center, answering customer calls. Concerned for staff wellness, this manager has decided to invite anyone who is finding the changes overwhelming to contact them directly so that they can arrange appropriate support.
Which preference does this behavior BEST display?
Answer: B
Explanation:
Comprehensive and Detailed Explanation:
This question uses the Myers-Briggs Type Indicator (MBTI) framework. The described behavior reflects a Feeling preference, as the Customer Services Manager is focused on the emotional well-being of their team and is acting out of concern for others' experiences.
1. Why the Answer is Feeling (D):
* People with the Feeling preference prioritize values, empathy, and the impact of decisions on others.
* The Customer Services Manager is actively addressing staff wellness by:
* Offering direct support to those who are overwhelmed.
* Focusing on creating a safe and supportive environment.
* This focus on emotional care and interpersonal connection aligns with the Feeling preference.
2. Analysis of Other Options:
* Option A: Sensing
* The Sensing preference involves focusing on concrete details and practical information. While the manager's previous experience in a call center may reflect this, their current focus on emotional support indicates a Feeling preference rather than Sensing.
* Eliminate.
* Option B: iNtuiting
* Intuition focuses on abstract ideas, possibilities, and long-term vision. While Intuition could play a role in managing change, the behavior described is more centered on immediate emotional needs rather than abstract concepts.
* Eliminate.
* Option C: Thinking
* The Thinking preference involves making decisions based on logic and objective criteria. While Thinking is important in management, this scenario focuses on empathy and emotional care rather than logical analysis.
* Eliminate.
3. Practical Example of Feeling Behavior:
* A manager with a Feeling preference might offer counseling services, check in on staff morale, or prioritize team harmony during periods of organizational change. This aligns with the Customer Services Manager's actions to support overwhelmed team members.
4. Reference to MBTI:
* Feeling (F):
* Makes decisions based on personal values and empathy.
* Focuses on harmony, emotional well-being, and understanding others' perspectives.
* Thinking (T):
* Makes decisions based on logic and objective analysis.
NEW QUESTION # 23
Using the additional information provided for this question in the
Scenario Booklet, answer the following question about using Kotter ' s
eight-processes cyclical model. This model is being used for planning
and leading the change required to rebrand and reposition UniCo in the
market place.
Lines 1 to 4 in the table below consist of an assertion statement and a reason statement. For each line identify the appropriate option, from options A to E, that applies. Each option can be used once, more than once or not at all.
Answer:
Explanation:
Explanation:
Assertion 1:
In order to 'create a sense of urgency around a single big opportunity' with the rebranding work, the Marketing Manager should appoint the founder of Selco to lead the rebranding workstream.
Reason:
Kotter defines 'creating a sense of urgency around a single big opportunity' as identifying innovators who will create momentum by pioneering the change.answer: A
* Explanation: Both the assertion and reason are true, and the reason clearly explains why the founder of Selco is suited to lead the rebranding workstream. Kotter's model emphasizes identifying champions for change who can create urgency and inspire action.
Assertion 2:
All managers across UniCo need to be committed to the rebranding before the change process can begin to 'formulate a strategic vision'.
Reason:
The 'strategic vision' is only viable when the majority of managers believe that change is absolutely essential.answer: A
* Explanation: Both the assertion and reason are true, and the reason provides the rationale for the assertion. A strategic vision gains traction only when key leaders and managers recognize the importance of change, aligning with Kotter's second step of securing buy-in.
Assertion 3:
The positive staff reaction to the recent press article will contribute to the momentum of the change programme by 'celebrating visible, significant short-term wins'.
Reason:
'Celebrating visible, significant short-term wins' will help to reduce negativity.
answer: A
* Explanation: Both the assertion and reason are true, and the reason explains the assertion.
Kotter's model identifies celebrating early wins as a critical step to sustain momentum and mitigate resistance.
Assertion 4:
The CEO's openness will help to make the vision more 'sellable' to the 'volunteer army' when
'communicating the vision and the strategy'.
Reason:
It is important to institutionalize the strategic changes into the culture so that implementation of the vision becomes second nature to staff.
answer: B
* Explanation: Both the assertion and reason are true, but the reason does not directly explain the assertion. The CEO's openness is more about inspiring and aligning the volunteer army, while institutionalizing change into culture is a separate step in Kotter's model.
Final Answer Table
Assertion Line
Answer
1
A
2
A
3
A
4
B
NEW QUESTION # 24
The change management team is creating the change analytics strategy for the change programme.
Below is an extract of recipients, measures and source data that have been proposed.
Answer the following question about the sources of conflict in change
situations.
Column 1 is a list of statements about sources of conflict in change situations.
Column 2 contains the names of the eight sources of conflict identified by Art Bell and Brett Hart. For each statement in Column 1, select from Column 2 the source of conflict to which it MOST relates. Each selection from Column 2 can be used once, more than once or not at all.
Answer:
Explanation:
Explanation:
In the UniCo case, the organization is undergoing significant changes that involve integrating the Selco team, revising internal processes, and preparing staff for a shift to mobile applications. Sources of conflict during such organizational change include misunderstandings, role ambiguity, and resistance to changes in work styles or policies.
Revised Answers (aligned with the UniCo case):
1. Instructions are understood by different people in different ways, influenced by their unique personal background.Answer: C. PerceptionsExplanation:In the UniCo scenario, perceptions are a key source of conflict, especially between the long-standing UniCo staff and the Selco team. For example, different views on the importance of the rebranding efforts reflect how unique personal backgrounds influence perceptions.
2. The revision of internal processes or systems has caused a lack of clarity on the responsibilities for certain tasks, resulting in activities being overlooked or duplicated.Answer: F. RolesExplanation:This aligns with the UniCo case where process revisions are required to integrate Selco staff and adjust to the new business focus. A lack of clarity in responsibilities-like how teams should collaborate on mobile applications-creates role-based conflict.
3. Instructions on the project are given by different people using different levels of planning, formality, and decision-making approaches.Answer: B. StylesExplanation:In the UniCo scenario, the cultural differences between the dynamic, fast-paced Selco team and the more structured UniCo team highlight conflicting work styles, which may result in tension during decision-making and task execution.
4. The parties involved are continually making amendments and extensions to delivery deadlines to accommodate the changing environment.Answer: H. Unpredictable policiesExplanation:In UniCo, the organizational changes, such as the relocation of the Selco staff and the integration of operational processes, require frequent adjustments. This creates uncertainty and frustration, which are classic symptoms of conflict due to unpredictable policies.
NEW QUESTION # 25
Midway through Project Increment 4, a joint Sprint Retrospective is held with Developers from both Delivery Teams.
Some members from Marketing and IT, based in India, join via video conferencing.
Issues raised:
. Dependency management challenges
Concerns about AgilePM principle ' Demonstrate Control '
To address this, Mira Bachar and the Developers invite Hira and Sukra Aroon to help Delivery Teams understand the issues, assess the consequences, and collaborate on solutions that align with AgilePM and Scrum.
In addition to the Developers, the teams include:
(During the Sprint, Mira Bachar identified inconsistencies between what she wanted, expressed in Product Backlog items, and the Product Increments delivered by the Delivery Teams.
Which 2 of the following would be appropriate actions for Mira to take in the next Sprint?)
Answer: A,C
Explanation:
The best answers are A and B .
A is correct because AgilePM depends on active business involvement . If Mira sees a mismatch between intended outcomes and delivered increments, she should increase her availability to clarify needs, answer questions, review progress, and provide timely feedback.
B is also correct because clear acceptance criteria and practical examples reduce ambiguity and help the Delivery Teams understand what "done correctly" looks like for each Backlog item.
Why the others are weaker:
* C is too document-heavy and not aligned with AgilePM's lightweight, collaborative approach.
* D adds translation layers instead of improving direct collaboration and clarity.
* E is about estimation, not about resolving misunderstanding between need and delivered outcome.
So the correct answers are A, B .
NEW QUESTION # 26
A
* Explanation: Both the assertion and reason are true, and the reason explains the assertion.
Kotter's model identifies celebrating early wins as a critical step to sustain momentum and mitigate resistance.
Assertion 4:
The CEO's openness will help to make the vision more 'sellable' to the 'volunteer army' when
'communicating the vision and the strategy'.Reason:It is important to institutionalize the strategic changes into the culture so that implementation of the vision becomes second nature to staff.
Answer:
Explanation:
B
* Explanation: Both the assertion and reason are true, but the reason does not directly explain the assertion. The CEO's openness is more about inspiring and aligning the volunteer army, while institutionalizing change into culture is a separate step in Kotter's model.
Final Answer Table
Assertion Line
Answer
1
A
2
A
3
A
4
B
NEW QUESTION # 27
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P.S. Free & New AgilePM-Practitioner dumps are available on Google Drive shared by ITdumpsfree: https://drive.google.com/open?id=1QkEOgdq44rzqRVyYL3H9n_7DKtp8w-2k