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APMG-International Agile Project Management (AgilePM) Practitioner Exam Sample Questions (Q14-Q19):

NEW QUESTION # 14
Using the Project Scenario and the additional information provided for
this question in the Scenario Booklet, answer the following questions
about Feasibility.
Remember to limit your answers to the number of selections requested in each question.
Which 2 statements describe the appropriate application of Agile Project Management when developing the Delivery Plan?

A. The Project Manager should NOT need to identify any risks this early in the project.
B. The Architecture Angels' Marketing Director should be involved in the development of the Delivery Plan.
C. The Earth Excavations' Head Gardener should be excluded from discussions related to deliverables since contracts are NOT yet signed.
D. The approach to the project should be based on the Project Approach Questionnaire responses.
E. The Project Manager should include any known constraints associated with planning permission.

Answer: B,E

Explanation:
In the context of Agile Project Management, when developing the Delivery Plan during the Feasibility phase, the two statements that best align with Agile principles are:
A: The Project Manager should include any known constraints associated with planning permission.
E: The Architecture Angels' Marketing Director should be involved in the development of the Delivery Plan.
Here's the rationale:
*A: Recognizing and accounting for known constraints such as planning permission is a key aspect of Agile. It allows for better adaptability and planning around these constraints. Including them early in the Delivery Plan helps ensure that they are considered throughout the project.
*E: Agile emphasizes cross-functional collaboration and stakeholder engagement. The Marketing Director would provide valuable insights into customer needs and market conditions, which are crucial for a successful delivery plan.

NEW QUESTION # 15
The Customer Services Director has announced the new structure at a large presentation for all Customer Services staff. The scale and design of the change have surprised many of the staff.
In the weeks immediately following the Customer Services Director's initial presentation, there have been rumors of the Help Desk staff talking unhappily in small groups, with blame directed at "the management" for a recent period of poor performance of the department.
Which approach is the MOST appropriate way for the Customer Services Director to create early involvement in the change?

A. Target those staff in the Help Desk who are change-averse so that they are the first ones involved in the program.
B. Identify those staff who would be willing to trial new Help Desk processes and work on pilots in the department.
C. Encourage the Help Desk staff to begin setting goals for themselves under the new structure.
D. Delay communications a few weeks so that all staff have time to think for themselves about the benefits of the new structure.

Answer: B

Explanation:
Comprehensive and Detailed Step-by-Step Explanation:
Context from the UniCo Scenario:
The new structure announcement has caused uncertainty and dissatisfaction among the Customer Services staff, particularly in the Help Desk team. The situation requires a proactive and engaging approach to involve employees early in the change process, focusing on positive participation and addressing resistance constructively.
Analysis of Each Option:
* A. Target those staff in the Help Desk who are change-averse so that they are the first ones involved in the program.
* Why Incorrect: While addressing change resistance is essential, targeting change-averse staff first could increase resistance and negativity if not managed carefully. AgilePM advocates engaging enthusiastic early adopters to build momentum before tackling resistance.
* B. Delay communications a few weeks so that all staff have time to think for themselves about the benefits of the new structure.
* Why Incorrect: Delaying communications creates further uncertainty and allows rumors to escalate, eroding trust. AgilePM emphasizes the importance of early, clear, and continuous communication to reduce resistance.
* C. Identify those staff who would be willing to trial new Help Desk processes and work on pilots in the department.
* Why Correct: This approach aligns with AgilePM's principles of involving stakeholders in incremental delivery and piloting solutions to gain feedback and build trust. Engaging willing staff to trial new processes helps demonstrate the benefits of the change and encourages others to follow suit.
* D. Encourage the Help Desk staff to begin setting goals for themselves under the new structure.
* Why Incorrect: Encouraging goal-setting may be beneficial later in the change process but does not directly address the current dissatisfaction or involve staff in shaping the change. AgilePM stresses active engagement over passive goal-setting at this stage.
Why C Is Correct:
* Engaging Willing Staff:
* Identifying and involving willing staff in piloting processes allows them to become change champions, demonstrating the benefits to others.
* Incremental Approach:
* Pilots enable the department to refine processes based on feedback, which is a core AgilePM practice for managing change.
* Building Trust:
* By involving staff in shaping the change, the organization fosters trust and mitigates resistance.
References to AgilePM Framework:
* Stakeholder Engagement:
* AgilePM encourages engaging key stakeholders early and leveraging early adopters to build momentum. (AgilePM Practitioner Guide, Chapter 8: Stakeholder Engagement)
* Incremental Delivery:
* AgilePM promotes piloting processes and iteratively refining solutions to ensure successful adoption. (AgilePM Practitioner Guide, Chapter 5: Incremental Development)
* Managing Resistance:
* Actively involving staff in pilots addresses resistance by showing the benefits of the change firsthand. (AgilePM Practitioner Guide, Chapter 10: Preparing for Change)

NEW QUESTION # 16
The Business Ambassador assigned to the project is only available 2 days a week. The Project Manager has stated that the Investigation stage for each Timebox should, where possible, be planned around the availability of the Business Ambassador.
Is this an appropriate application of the DSDM lifecycle?

A. Yes, because this is where any final quality control checks should be carried out to ensure all products meet the business need.
B. No, because it is the Refinement stage of a Timebox that requires intense engagement with the Business Ambassador.
C. Yes, because the Investigation stage of a Timebox requires intense
engagement with the Business Ambassador.
D. No, because Timeboxes are only used during Evolutionary Development and at this point the Business Ambassador is NOT required.

Answer: C

Explanation:
In the context of the DSDM lifecycle, the Investigation stage of a Timebox is crucial for understanding and defining the work to be done, which often necessitates close collaboration with business representatives such as the Business Ambassador. This role is integral in ensuring that the project's outputs align with business needs and priorities. Planning the Investigation stage around the Business Ambassador's availability facilitates this essential engagement, making it a suitable application of the DSDM lifecycle. This approach ensures that the project benefits from the Business Ambassador's insights and guidance during critical early phases, contributing to a stronger alignment between project deliverables and business requirements.
References:The Agile Project Management (AgilePM) framework, which incorporates DSDM principles, emphasizes the importance of collaboration between the project team and business stakeholders throughout the project lifecycle. The involvement of the Business Ambassador during the Investigation stage is particularly valuable for clarifying requirements, setting priorities, and ensuring that the project remains focused on delivering business value, in line with Agile and DSDM practices.

NEW QUESTION # 17
Which tool is likely to be the MOST useful in a co-design workshop for summarizing staff or customer reactions to a situation?

A. Establish and discuss basic principles for interaction at the start of the workshop.
B. Project plan.
C. McKinsey 7s Model.
D. Empathy map.

Answer: D

Explanation:
Comprehensive and Detailed Step-by-Step Explanation:
In Agile Project Management and collaborative workshop settings, choosing the right tool is essential to summarize and interpret staff or customer reactions. Here's a breakdown of why B (Empathy map) is the most suitable answer:
1. Relevance of Empathy Maps in Co-Design Workshops:
* Empathy maps are visual tools used to gain deeper insights into individuals or groups, such as customers or staff. They help capture reactions, emotions, and behaviors in a structured way.
* The tool focuses on what individuals:
* Say (verbal feedback),
* Think (internal feelings),
* Do (actions), and
* Feel (emotions).
* This makes it ideal for understanding and summarizing reactions during a co-design workshop, especially when exploring how stakeholders perceive a given situation.
2. Analysis of the Options:
* Option A: Project plan
* A project plan is a tool for structuring the work and managing timelines, resources, and deliverables. It does not capture or summarize reactions and would not be suitable in a workshop context for this purpose.
* Option B: Empathy map (Correct Answer)
* Specifically designed to document reactions and emotions, the empathy map helps identify what stakeholders are experiencing and provides actionable insights. This aligns with AgilePM's emphasis on understanding and addressing stakeholder needs.
* Option C: McKinsey 7s Model
* This strategic framework analyzes organizational alignment across seven dimensions (strategy, structure, systems, shared values, skills, staff, style). While useful for identifying systemic organizational issues, it is less effective for capturing individual or group reactions during a workshop.
* Option D: Establish and discuss basic principles for interaction at the start of the workshop
* Setting ground rules can help structure the workshop itself but does not directly contribute to summarizing reactions or gaining insights into staff or customer perceptions.
3. Importance in UniCo's Scenario:
* UniCo's organizational change and integration efforts depend heavily on understanding reactions from both Selco and UniCo staff.
* Since UniCo staff may resist the shift towards innovative solutions and mobile applications, an empathy map can effectively document and analyze these reactions to shape actionable strategies.
4. Agile Practitioner Documentation References:
* Stakeholder Engagement in AgilePM: Empathy maps are highlighted as key tools for understanding and managing stakeholder expectations and ensuring alignment with project goals.
* Agile Manifesto Principle: Focuses on "individuals and interactions" and emphasizes the need for tools that capture human perspectives.
* Agile Workshops Best Practices: Empathy maps are recommended for capturing reactions and feedback in co-creative sessions.
References:
* Agile Project Management Handbook, Chapter 7: Stakeholder Engagement and Feedback Tools
* Agile Manifesto: Customer Collaboration Over Contract Negotiation
* Design Thinking in Agile: Empathy Mapping Techniques

NEW QUESTION # 18
The Change Manager has read Goleman's articles on the Hay-McBer six dimension model of organization climate. This gives leaders practical ways that leadership style can improve organizational culture and performance as measured by staff surveys.
Answer the following question about recommendations a change manager could make to the CEO applying these six dimensions to improve climate across the organization.
Column 1 is a list of recommendations the Change Manager has made to the CEO seeking to initiate or support a change in the organizational culture. For each recommendation in Column 1, select from Column 2 the 'dimension' in organizational climate MOST likely to improve as a result. Each selection from Column 2 can be used once, more than once or not at all.

Answer:

Explanation:

Explanation:
A screenshot of a computer Description automatically generated

The Hay-McBer six dimensions of organizational climate provide a framework for analyzing and improving work environments. The six dimensions are:
* Clarity: Employees understand their roles, goals, and the direction of the organization.
* Responsibility: Employees feel empowered to make decisions and take ownership of their work.
* Standards: There is a focus on high-performance expectations.
* Rewards: Contributions are recognized and rewarded.
* Flexibility: Employees feel that the organization is adaptable and open to new ideas.
* Commitment: Employees feel a strong sense of belonging and loyalty to the organization.
1. Joint Meetings to Discuss UniCo's Strategic Focus (Clarity)
* Reason: These meetings aim to communicate the organization's strategic direction, providing employees with a clear understanding of goals and expectations.
* This directly improves clarity, as employees gain insight into the company's vision and how their roles align with it.
2. Internal Marketing Campaign on New Contract (Rewards)
* Reason: Highlighting the success of the new contract through an internal campaign boosts employee pride and morale. This is a form of recognition, aligning with the rewards dimension.
* Employees feel their contributions are acknowledged and celebrated, motivating further engagement.
3. Shared Leadership Workshops for Decision-Making (Responsibility)
* Reason: Empowering staff by delegating decision-making responsibilities enhances their sense of ownership and accountability.
* This supports the responsibility dimension, as it shifts decision-making closer to those executing the work, increasing engagement and confidence.
4. Engaging Staff to Define Service Levels (Flexibility)
* Reason: Involving staff in shaping service levels fosters adaptability and innovation. This shows the organization values employee input, improving flexibility by encouraging open-mindedness and collaboration.
Summary of Dimensions Applied
The recommendations align with specific dimensions to address identified gaps in organizational climate, improving overall engagement and performance:
* Clarity: Joint meetings to communicate strategy.
* Rewards: Internal campaigns celebrating achievements.
* Responsibility: Delegating decision-making through leadership workshops.
* Flexibility: Involving staff in defining processes.

NEW QUESTION # 19
......

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APMG-International Agile Project Management (AgilePM) Practitioner Exam Sample Questions (Q14-Q19):

2025 Authoritative APMG-International AgilePM-Practitioner: Agile Project Management (AgilePM) Practitioner Exam Latest Study Plan

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