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SAP Certified Associate - Organizational Change Management Sample Questions (Q77-Q82):
NEW QUESTION # 77
What are typical strategies for aligning leadership in an SAP cloud project? Note: There are 3 correct answers to this question.
- A. Reduce the bonus pay-out for resistant business leaders to foster a more positive attitude and change supportive behavior
- B. Offer opportunities for leaders to openly address issues and concerns, for example Q&A sessions with the project managers
- C. Align the business goals and incentives with the project objectives for business leaders to avoid goal conflicts
- D. Involve business leaders actively in key communication activities, such as roadshows, townhalls, or testimonials to enhance their visibility
- E. Involve business leaders in workshops to identify change impacts and to derive activities to allow a smooth transition
Answer: B,C,D
Explanation:
Aligning leadership in SAP OCM ensures top-down support for cloud projects. Option B is correct because Q&A sessions with project managers allow leaders to voice concerns (e.g., about standardization), fostering trust and alignment through dialogue. Option C is correct as involving leaders in communication (e.g., speaking at townhalls) leverages their authority to promote the project, boosting visibility and credibility.
Option D is correct because aligning goals and incentives (e.g., tying performance metrics to project success) minimizes conflicts, ensuring leaders prioritize the implementation.
Option A is incorrect-reducing bonuses is punitive, risks escalating resistance, and isn't an SAP OCM practice; positive reinforcement is preferred. Option E is incorrect; while leaders might join workshops, identifying impacts is typically for process owners/SMEs-leadership focuses on sponsorship, not derivation.
SAP OCM stresses engagement and alignment over coercion.
"Align leadership through Q&A opportunities, active communication roles, and goal alignment to secure their support and influence" (SAP Activate, Leadership Alignment Strategies).
NEW QUESTION # 78
Which advice fosters a successful delivery of change effectiveness activities?
- A. Only collect "lessons learned" if you expect significant insights.
- B. Communicate change effectiveness data openly into the organization.
- C. Measure the Return on Investment of change management.
- D. Define a suitable mix of user adoption metrics.
Answer: D
Explanation:
Change effectiveness in SAP OCM assesses impact through metrics. Option B is correct because a mix of metrics (e.g., adoption rates, satisfaction) ensures comprehensive evaluation. Option A is incorrect-open communication may help but isn't specific to effectiveness delivery. Option C is incorrect; lessons learned should be routine, not conditional. Option D is impractical-ROI for OCM is hard to quantify precisely.
Extract from SAP OCM Concepts: SAP Activate recommends diverse metrics for effectiveness (SAP OCM Framework, Effectiveness).
NEW QUESTION # 79
Why is it beneficial to collect both quantitative and qualitative data in a change assessment?
- A. Quantitative data allows for compelling visualization, and qualitative data allows you to gain unexpected insights.
- B. Quantitative data is easy to interpret, and qualitative data is easy to aggregate.
- C. Quantitative data makes it easy to contrast different business units, and qualitative data makes it easy to ensure anonymity.
- D. Quantitative data provides explanations for the ratings, and qualitative data provides contextual information.
Answer: A
Explanation:
In SAP OCM, a change assessment benefits from both data types. Option D is correct because quantitative data (e.g., survey scores) can be visualized (charts, graphs) for impact, while qualitative data (e.g., interviews) reveals nuanced insights (e.g., resistance reasons). Option A is incorrect-anonymity isn't a primary qualitative benefit. Option B is flawed; qualitative data is harder to aggregate. Option C reverses roles- qualitative explains, quantitative rates. SAP OCM uses this dual approach for a fuller picture.
"Quantitative data supports visualization, while qualitative data uncovers deeper insights in change assessments" (SAP Activate, Change Assessment Guidelines).
NEW QUESTION # 80
The results of a business readiness test reveal relatively low ratings across all survey topics for one business unit compared to other units. What is the recommended next step for the change manager to mitigate the risk of low readiness for this unit?
- A. Schedule a short workshop with project management to develop mitigation activities to improve the business readiness for this unit.
- B. Organize a workshop with project management, local management, and assigned change agents to discuss results and better understand the specific needs.
- C. Arrange a meeting with the project sponsor, local management, and selected users to discuss the results and develop mitigation activities.
- D. Set up a call with the assigned change agents to discuss the results and develop mitigation activities to enhance the business readiness.
Answer: B
NEW QUESTION # 81
An SAP cloud project is supported by an external change management advisor and an internal change manager in a delivery role. How would you assign the responsibilities? Note: There are 3 correct answers to this question.
- A. The external change manager takes over the holistic responsibility for the change management support of the project.
- B. The external change manager provides the change management approach and delivers "best practice" tools and templates.
- C. The external change manager develops the overall plans and concepts for change management in the project.
- D. The internal change manager executes change management tasks, such as change communication activities.
- E. The internal change manager ensures that an ongoing change management know-how transfer is established.
Answer: B,D,E
Explanation:
In SAP projects, external advisors bring expertise, while internal managers operationalize it. Option A is correct because the internal change manager, embedded in the organization, ensures knowledge transfer for sustainability. Option C is correct as the internal manager executes tasks (e.g., communication) due to their proximity to stakeholders. Option E is correct because the external advisor provides strategic approaches and tools (e.g., templates from SAP Activate), leveraging their expertise. Option B is incorrect-developing plans is collaborative, not solely external. Option D is incorrect; holistic responsibility is shared, not fully outsourced. This division balances external best practices with internal execution.
"External advisors provide best-practice approaches and tools, while internal change managers execute activities and ensure knowledge transfer for long-term capability" (SAP Activate Methodology, Change Management Roles and Responsibilities).
NEW QUESTION # 82
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