PMT 4800V - Preparation for PM Practitioner
Exam Questions and Correct Answers
(Verified Answers) | Graded A+ | Latest
Update 2025-2026
Forming - ANSWER the first stage of team development, in which team
members meet each other, form initial impressions, and begin to establish team
norms
Storming - ANSWER the second stage of development, characterized by
conflict and disagreement, in which team members disagree over what the team
should do and how it should do it
Norming - ANSWER the third stage of team development, in which team
members begin to settle into their roles, group cohesion grows, and positive team
norms develop
Performing - ANSWER the fourth and final stage of team development, in
which performance improves because the team has matured into an effective,
fully functioning team
Adjourning - ANSWER members prepare for disbandment
Size - ANSWER An IPT should be a small group, typically no more than 12
people. A group too large to function as a single team tends to breakup smaller,
informal groups.
,hierarchy - ANSWER Applies to relationships among the team and how these
relationships correspond to the production and process definition-level
responsibility.
leader - ANSWER The PM selects the team leader for each task. The role of the
team leader may differ depending on the size of the team or length/stage of the
project. Responsibilities include leading the team member selection, ensuring
balanced participation with the IPT, ensuring decisions are made when required,
resolving disputes, reinforcing disputes, reinforcing IPPD and IPT principles,
supporting and rewarding IPT members, ensuring integration with other teams,
ensuring compliance with the team charter, ensuring that the team members are
trained.
Dynamics - ANSWER Can ensure team effectiveness. You should define team
goals for each specific IPT and common goals for all the program's IPT, reporting
structure and work relationships among all IPTS, level of empowerment of all IPTS
and relationship between Government and the Contractor Personnel.
Member Selection - ANSWER Most important criterion for selecting IPT
members is that they be a stakeholder in the product or process being developed.
IPT members selection often occurs in negotiation between the team leader and
functional leaders. Some criteria for selecting IPT members include technical or
functional expertise, problem solving and decision-making skills, interpersonal
skills, ability to work effectively in an IPPD environment.
Training - ANSWER Preparing the team for tasks is essential to the success of
the program. Training should be selected to fill all knowledge gaps and in
preparation for required tasks. Includes team building, product specific training,
,system engineering and analysis training, process training (source selection
training, configuration control training, ect.)
Meetings - ANSWER Structured for efficient and effective decision making.
Roles and Responsibilities needed for a team meeting includes the team leader,
recorder, and facilitator. Team meetings are also supported by preparing and
distributing an agenda in advance. Additionally, establishing ground rules by which
all meetings will be conducted is a top priority for your first meeting. The most
critical ground rules pertain to timely attendance, discussions, confidentiality,
analytical approach, end product orientation, constructive confrontation, and
participation of all members.
Communication - ANSWER Relate to day-to-day communication and exchange
of documentation or correspondence between individuals, business
communication related to solicitations, Requests for Proposals (RFP), status
reports, and other similar types of communication. Product development
communications relate to the exchange of engineering, models, and
data/information about the product and process being developed. The
communication is enhanced not only by efficient communication between
personnel, but also by efficient communications between software applications.
Documentation - ANSWER Team charter documents important details to
minimize misunderstandings and promote clear communication. It includes
mission and objectives of the team, metrics by which the team's progress will be
evaluated, scope of team's responsibilities, relationship of the team with other
teams, authority and accountability of the team, team membership list.
What can be done to help the team succeed? - ANSWER Aids include clear
goals/charter, willing participants, right expertise, good communication, top
management support, early resolution of issues, early, and empowerment.
, Barriers include lack of empowerment, unclear goals, unreasonable schedule,
insufficient resources, and hidden agendas.
Conflict Resolution Techniques Factors - ANSWER Communication: Poor
listening, lack of information sharing, differences in interpretation/perceptions of
information, and missing verbal cues.
Structural: Organizational size, turnover rate, participation levels within the team,
perceived (or real) inequalities in the recognition and reward systems, levels of
interdependence within the team, lack of diversity, equity and inclusion.
Personal: Individual goals/agendas, self-esteem, individual values, and individual
needs.
Actions - ANSWER Listen to others: Remember that hearing is not the same as
listening. You must concentrate on both verbal and non-verbal cues.
Acknowledge Other Positions: Even if you don't agree with another person's
position or opinion, you should acknowledge it.
Respond: After listening and acknowledging what the other individuals is saying,
take your time to speak. If offering criticism of another person's ideas, ensure it is
constructive.
Resolve any Recurring Differences: Focus on what is causing the disagreement in
order to define the actual problem.
Resolution - ANSWER Collaboration (one on one): Try to address the problem
one on one remembering to focus only on facts of the issue.
Mediation (one on one mediator): If a one-on-one attempt didn't work, you can
bring in a third-party mediator to guide the discussion and help you reach a
resolution. The mediator must be trained in conflict resolution, familiar with
policy and ethics, trusted by team members, and able to stay neutral.
Exam Questions and Correct Answers
(Verified Answers) | Graded A+ | Latest
Update 2025-2026
Forming - ANSWER the first stage of team development, in which team
members meet each other, form initial impressions, and begin to establish team
norms
Storming - ANSWER the second stage of development, characterized by
conflict and disagreement, in which team members disagree over what the team
should do and how it should do it
Norming - ANSWER the third stage of team development, in which team
members begin to settle into their roles, group cohesion grows, and positive team
norms develop
Performing - ANSWER the fourth and final stage of team development, in
which performance improves because the team has matured into an effective,
fully functioning team
Adjourning - ANSWER members prepare for disbandment
Size - ANSWER An IPT should be a small group, typically no more than 12
people. A group too large to function as a single team tends to breakup smaller,
informal groups.
,hierarchy - ANSWER Applies to relationships among the team and how these
relationships correspond to the production and process definition-level
responsibility.
leader - ANSWER The PM selects the team leader for each task. The role of the
team leader may differ depending on the size of the team or length/stage of the
project. Responsibilities include leading the team member selection, ensuring
balanced participation with the IPT, ensuring decisions are made when required,
resolving disputes, reinforcing disputes, reinforcing IPPD and IPT principles,
supporting and rewarding IPT members, ensuring integration with other teams,
ensuring compliance with the team charter, ensuring that the team members are
trained.
Dynamics - ANSWER Can ensure team effectiveness. You should define team
goals for each specific IPT and common goals for all the program's IPT, reporting
structure and work relationships among all IPTS, level of empowerment of all IPTS
and relationship between Government and the Contractor Personnel.
Member Selection - ANSWER Most important criterion for selecting IPT
members is that they be a stakeholder in the product or process being developed.
IPT members selection often occurs in negotiation between the team leader and
functional leaders. Some criteria for selecting IPT members include technical or
functional expertise, problem solving and decision-making skills, interpersonal
skills, ability to work effectively in an IPPD environment.
Training - ANSWER Preparing the team for tasks is essential to the success of
the program. Training should be selected to fill all knowledge gaps and in
preparation for required tasks. Includes team building, product specific training,
,system engineering and analysis training, process training (source selection
training, configuration control training, ect.)
Meetings - ANSWER Structured for efficient and effective decision making.
Roles and Responsibilities needed for a team meeting includes the team leader,
recorder, and facilitator. Team meetings are also supported by preparing and
distributing an agenda in advance. Additionally, establishing ground rules by which
all meetings will be conducted is a top priority for your first meeting. The most
critical ground rules pertain to timely attendance, discussions, confidentiality,
analytical approach, end product orientation, constructive confrontation, and
participation of all members.
Communication - ANSWER Relate to day-to-day communication and exchange
of documentation or correspondence between individuals, business
communication related to solicitations, Requests for Proposals (RFP), status
reports, and other similar types of communication. Product development
communications relate to the exchange of engineering, models, and
data/information about the product and process being developed. The
communication is enhanced not only by efficient communication between
personnel, but also by efficient communications between software applications.
Documentation - ANSWER Team charter documents important details to
minimize misunderstandings and promote clear communication. It includes
mission and objectives of the team, metrics by which the team's progress will be
evaluated, scope of team's responsibilities, relationship of the team with other
teams, authority and accountability of the team, team membership list.
What can be done to help the team succeed? - ANSWER Aids include clear
goals/charter, willing participants, right expertise, good communication, top
management support, early resolution of issues, early, and empowerment.
, Barriers include lack of empowerment, unclear goals, unreasonable schedule,
insufficient resources, and hidden agendas.
Conflict Resolution Techniques Factors - ANSWER Communication: Poor
listening, lack of information sharing, differences in interpretation/perceptions of
information, and missing verbal cues.
Structural: Organizational size, turnover rate, participation levels within the team,
perceived (or real) inequalities in the recognition and reward systems, levels of
interdependence within the team, lack of diversity, equity and inclusion.
Personal: Individual goals/agendas, self-esteem, individual values, and individual
needs.
Actions - ANSWER Listen to others: Remember that hearing is not the same as
listening. You must concentrate on both verbal and non-verbal cues.
Acknowledge Other Positions: Even if you don't agree with another person's
position or opinion, you should acknowledge it.
Respond: After listening and acknowledging what the other individuals is saying,
take your time to speak. If offering criticism of another person's ideas, ensure it is
constructive.
Resolve any Recurring Differences: Focus on what is causing the disagreement in
order to define the actual problem.
Resolution - ANSWER Collaboration (one on one): Try to address the problem
one on one remembering to focus only on facts of the issue.
Mediation (one on one mediator): If a one-on-one attempt didn't work, you can
bring in a third-party mediator to guide the discussion and help you reach a
resolution. The mediator must be trained in conflict resolution, familiar with
policy and ethics, trusted by team members, and able to stay neutral.
