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CIPS L6M1 PDF Questions - Guaranteed Success

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CIPS L6M1 Exam Syllabus Topics:

Topic
Details

Topic 1

Contrast the sources of power: This section targets Diversity and Inclusion Officers and analyzes how equality and diversity issues relating to the supply chain can be used to improve strategic effectiveness.

Topic 2

Understand and apply communication planning techniques: This section measures the skills of Communications Managers and focuses on evaluating influencing styles that can be used in the effective leadership of a supply chain. It covers implementing a vision of improved procurement, models for managing in different directions, and influencing styles for cross-functional leadership. A key skill measured is implementing a vision of improved communication.

Topic 3

Compare leadership techniques: This section measures the skills of Stakeholder Engagement Managers and evaluates how to create a communication plan to influence personnel in the supply chain. It covers stakeholder analysis, how to obtain buy-in to supply chain strategies, and the use of the Internet for publishing information. A key skill measured is obtaining stakeholder buy-in effectively.

Topic 4

Understand and apply leadership skills and behaviors: This section measures the skills of Procurement Managers and focuses on critically evaluating the differences between leadership and management. It covers defining leadership roles, the importance of leadership, situational leadership, and transformational leadership. A key skill measured is differentiating leadership and management approaches effectively.

Topic 5

Evaluate influencing styles for effective supply chain leadership: This section targets HR Managers and compares leadership techniques that can be used to influence personnel involved in a supply chain. It includes assessing the readiness of followers, leaders' attitudes to people, management by objectives, and emotional intelligence. A critical skill assessed is assessing the readiness of HR for a particular task.

Topic 6

Understand and apply ethical practices and standards: This section measures the skills of Regulatory Compliance Managers and assesses regulations that impact the ethical employment of people.

CIPS Strategic Ethical Leadership Sample Questions (Q10-Q15):

NEW QUESTION # 10
SIMULATION
Explain how stress in the workplace can impact upon employees. What are factors that can lead to stress in the workplace and how can an organisation look after its workforce when it comes to reducing stress? (25 points).

Answer:

Explanation:
See the Answer is the explanation
Explanation:
Overall explanation
Below you will find how you can plan and draft the essay. Remember this is an example of one way you could approach the question. At Level 6 the questions are much more open so your response may be completely different and that's okay.
Essay Plan
Intro - stress has impacts both for employee and employer
P1 - how stress impacts on employees
P2 - factors that lead to stress - quote HSE
P3 - how an organisation can look after workforce
Conclusion - stress has far reaching consequences
Example Essay
Workplace stress is a prevalent issue that can have profound effects on employees and organizational performance. Stress arises from various sources and can significantly impact an individual's well-being, productivity, and job satisfaction. Recognizing the importance of addressing workplace stress, organizations have adopted strategies to mitigate its adverse effects. This essay explores the impact of workplace stress on employees, the factors contributing to stress, and organizational strategies for stress reduction.
Impact of Workplace Stress on Employees:
Physical Health Effects: Persistent workplace stress can lead to physical health issues such as headaches, digestive problems, and hypertension. In extreme cases, it has been known for stress to cause heart-attacks.
Mental Health Implications: Stress is closely linked to mental health disorders like anxiety and depression. Employees experiencing high levels of stress are at greater risk of developing these conditions, leading to decreased concentration, motivation, and overall job satisfaction.
Decreased Productivity: Stressed employees often find it challenging to focus on tasks, leading to reduced productivity and lower quality work. This can affect project timelines and overall organizational performance.
Increased Absenteeism: Stress-related illnesses can lead to increased absenteeism, impacting team dynamics and workload distribution. Absences can also result in increased costs for organizations.
Low Morale and Job Satisfaction: A stressed workforce may experience reduced job satisfaction and morale. This can lead to decreased engagement, a higher turnover rate, and difficulties in attracting and retaining talent.
Factors Contributing to Workplace Stress: The Health and Safety Executive (HSE) Management Standards of 2003 have identified six causes of work-related stress:
Lack of Support: Insufficient support from supervisors or peers can exacerbate stress, as employees may feel isolated and unsupported in challenging situations.
Excessive Workload (Demands): High workloads, unrealistic deadlines, and excessive overtime can overwhelm employees, leading to stress.
Lack of Control: Employees who have limited autonomy or decision-making authority may feel stressed due to a perceived lack of control over their work.
Role Ambiguity: Unclear job roles and responsibilities can create confusion and stress, as employees struggle to meet undefined expectations.
Change and Uncertainty: Frequent organizational changes, such as restructuring or layoffs, can create job insecurity and stress among employees.
Workplace Relationships: Poor relationships with colleagues or supervisors can contribute significantly to workplace stress. For example bullying or harassment in the workplace.
Organizational Strategies for Stress Reduction:
HSE Management Standards: Organizations can adopt the HSE Management Standards as a framework to identify and address stressors. This involves assessing workplace conditions related to the six stress factors and taking action to improve them.
Mental Health Support: Offer employee assistance programs (EAPs), mental health resources, and counselling services to help employees cope with stress and mental health challenges.
Training and Education: Provide training on stress management, resilience, and work-life balance to empower employees with coping strategies.
Workload Management: Ensure workload distribution is reasonable and aligned with employees' capabilities. Encourage breaks and discourage excessive overtime.
Communication: Promote open and transparent communication channels to address concerns, clarify roles, and keep employees informed about organizational changes.
Flexible Working Arrangements: Offer flexible working options, such as remote work or flexible hours, to help employees achieve a better work-life balance.
Leadership Training: Train managers to recognize signs of stress, provide support, and create a supportive and inclusive work environment.
In conclusion, workplace stress has far-reaching consequences on employees and organizational outcomes. A recent study by CIPD has shown that stress is the leading cause of long-term absence from work. Recognizing the sources of stress, organizations can implement strategies, and use the HSE Management Standards, to mitigate its impact. By fostering a supportive and healthy work environment, organizations can reduce stress levels, enhance employee well-being, and improve overall performance.
Tutor Notes
- I really wanted to add studying for CIPS when you have a full-time job is a factor that can lead to stress in the workplace. It's definitely not a wrong answer, but an examiner may not share my sense of humour haha
- I've chosen to write this essay in bullet points to show you how it can be done. This is a useful style if you're running out of time, and if English isn't your first language. The important thing with answering CIPS questions is to actually answer the question. You don't need 'posh' language like 'furthermore' and 'moreover'. You can get a good score by writing simply and succinctly.
- HSE Management Standards 2003 identifies six causes of work-related stress that I wrote about above. Here's a fun mnemonic to help you learn them: - SDCRRC - stress does create really crappy realities
- The study guide doesn't talk about this, but you could mention Mental Health First Aid Courses, which are growing in popularity, and also the use of confidential counselling.
- Your essay could have mentioned Hatton vs Sutherland (2002). This case is an important precedent - it shows that just because a workplace offers confidential counselling to employees, this does not negate responsibility for employee stress - the company is still liable for causing you stress.

NEW QUESTION # 11
SIMULATION
It has recently come to light that Fakeborough City Council has been engaging in discriminatory labour practices. These allogations include paying male employees more than female employees for completing the same type of work and excluding some employees from promotional opportunities for no good reason. Discuss how employees at Fakeborough City Council can deal with discrimination at work, and the risks that Fakeborough City Council are currently facing. (25 points).

Answer:

Explanation:
See the Answer is the explanation
Explanation:
Overall explanation
Below you will find how you can plan and draft the essay. Remember this is an example of one way you could approach the question. At Level 6 the questions are much more open so your response may be completely different and that's okay.
Essay Plan
Introduction - discrimination undermines principles of fairness, equality and justice Section 1: Employees should: use internal reportinc mechanisms, seek legal advice, talk to union, use ADR, keep records Section 2: Council's risks: legal, reputational, productivity, loss of talented staff, regulatory scrutiny Conclusion: Council needs to promptly address these issues Example Essay Discrimination in the workplace is a grave issue that undermines the principles of fairness, equality, and justice. In this essay, we will discuss how employees at Fakeborough City Council can deal with discrimination at work and the risks currently faced by the council as a result of these discriminatory practices.
Dealing with Discrimination at Work:
Internal Reporting Mechanisms: Employees should utilize internal reporting mechanisms established by Fakeborough City Council to address discrimination issues. These mechanisms typically include channels for lodging complaints, such as HR departments or designated ombudsman officers. There may also be a whistleblowing channel which would inform senior leaders of issues such as the pay gap between male and female workers. By reporting incidents, employees can initiate formal investigations into these types of discriminatory practices.
Seek Legal Advice: If internal mechanisms do not yield satisfactory results or if employees fear retaliation, seeking legal advice from employment law specialists is a viable option. Legal professionals can provide guidance on pursuing legal remedies, such as filing discrimination claims with employment tribunals or courts. One way to do this may be for the employees at Fakeborough Council to speak to their trade unions or workers' councils, which could help individuals collectively address discrimination concerns. These representatives can negotiate with the council on behalf of affected employees and advocate for fair and equal treatment.
Document Incidents: Employees should keep detailed records of discriminatory incidents, including dates, times, locations, witnesses, and any relevant communication or documentation. These records can serve as valuable evidence in any legal proceedings or internal investigations.
Seek Mediation or Conciliation: Mediation or conciliation services can be explored as alternative dispute resolution methods. These processes aim to facilitate constructive dialogue between employees and the council to resolve discrimination issues amicably.
Risks Faced by Fakeborough City Council:
Legal Consequences: Fakeborough City Council is at risk of facing legal consequences if discrimination allegations are substantiated. If they are found to have paid male workers more than female workers, this would be in violation of the Equalities Act 2010. Consequences of a breach of this legislation may involve fines and compensation payments to affected employees.
Reputational Damage: Discrimination revelations can lead to significant reputational damage for the council. Negative media coverage and public backlash can erode public trust and support, making it challenging to attract and retain talent or secure funding for essential projects. As this is a public sector organisation, Fakeborough do not need to worry about loss to profits, as a private company would in a similar situation, however, damage to reputation could have other financial impacts such as losing out on opportunities. For example losing the opportunity to host events such as sporting events in the city because the event organisers don't want to be associated with the Council, or losing funding from central government.
Employee Morale and Productivity: Discrimination negatively impacts employee morale and productivity. Employees may disengage from their work, leading to decreased productivity, absenteeism, and high turnover rates, which can further strain the council's resources. This is particularly true when opportunities to advance are not equal. For example if Fakeborough council are only promoting white employees, then employees of other ethnicities will be disincentivised from working hard as they know that their work will not be compensated or rewarded.
Regulatory Scrutiny: Regulatory bodies, including the Equality and Human Rights Commission (EHRC) in the UK, may investigate Fakeborough City Council's employment practices if discrimination allegations arise. This can result in further legal obligations and potential penalties.
Loss of Talent: Discriminatory practices can drive away talented employees who seek workplaces with fair and inclusive cultures. This can result in a loss of valuable human capital, hindering the council's ability to deliver services effectively.
In conclusion, addressing discriminatory labour practices at Fakeborough City Council requires employees to use internal reporting mechanisms, seek legal advice, engage with employee representatives, document incidents, and explore mediation or conciliation. The council faces significant risks, including legal consequences, reputational damage, diminished employee morale and productivity, regulatory scrutiny, and the loss of talent. It is in the council's best interest to promptly address and rectify discriminatory practices to foster a fair, inclusive, and productive work environment while mitigating these risks.

NEW QUESTION # 12
SIMULATION
Discuss the following strategies for resolving conflict: prevention, conflict management and conflict resolution. Provide examples of where these strategies may be appropriate, giving advantages and disadvantages to each (25 points)

Answer:

Explanation:
See the Answer is the explanation
Explanation:
Overall explanation
Below you will find how you can plan and draft the essay. Remember this is an example of one way you could approach the question. At Level 6 the questions are much more open so your response may be completely different and that's okay.
Essay plan
Intro - conflict is part of human nature
P1 - prevention, example, advantages, disadvantages
P2 - conflict management, example, advantages, disadvantages
P3 - conflict resolution, example, advantages, disadvantages
Conclusion - which one depends on people involved, nature of conflict and severity.
Example Essay
Conflict is a natural part of human interaction and can occur in various contexts, including personal relationships, workplaces, and communities. To address conflicts in the workplace effectively, organizations often employ three primary strategies: prevention, conflict management, and conflict resolution. Each strategy has its advantages and disadvantages, and their appropriateness depends on the specific situation and the parties involved.
Conflict Prevention: Conflict prevention involves proactively identifying potential sources of conflict and taking measures to prevent them from escalating into disputes. For example an organization implements clear communication channels and policies to address employee grievances promptly, reducing the likelihood of conflicts stemming from miscommunication. Another example may be a line manager and new employee discussing their expectations and boundaries early in their relationship to avoid misunderstandings that could lead to conflicts later.
Advantages:
- Cost-effective: Preventing conflicts is often more cost-effective than dealing with their consequences.
- Preserves relationships: It helps maintain positive relationships by avoiding unnecessary tension and hostility.
- Promotes productivity: In a workplace, conflict prevention can lead to a more harmonious and productive environment. People feel more comfortable and less stressed when they know where they stand.
Disadvantages:
- Not always possible: Some conflicts are inevitable, and prevention may not address deeply rooted issues. It's also not possible to predict every conflict. Prevention only works if you foresee issues.
- Time-consuming: Implementing preventive measures can require time and effort. Especially if it's not known whether a conflict will arise or not.
Conflict Management: Conflict management focuses on addressing conflicts as they arise, with the aim of minimizing their negative effects and finding mutually acceptable solutions. People openly discuss the conflict with the aim of reaching a mutual understanding of the disagreement. This approach requires a supportive leader trained in group skills and is usually used to try and prevent, or at least minimise, conflicts as they arise. For example, in a workplace two colleagues disagree about the best way to approach a task - they take the discussion to a meeting room with their supervisor and reach an agreeable outcome by finding common ground such as splitting the task into two parts, and each taking responsibility for their part.
Advantages:
- Addresses issues directly: Conflict management acknowledges the problem and attempts to find solutions.
- Preserves relationships: When managed well, conflicts can strengthen relationships by fostering understanding and compromise.
- Opportunity for growth: It can lead to personal and organizational growth by addressing underlying issues.
Disadvantages:
- Time and energy-consuming: Conflict management can be emotionally draining and time-consuming.
- Risk of escalation: If not handled properly, conflicts can escalate and get worse, causing more harm in the long term.
- No guarantee of resolution: Some conflicts may not have easily achievable solutions.
Conflict Resolution. Conflict resolution is the process of finding a definitive solution to a conflict, often resulting in a formal agreement that satisfies all parties. It is used after conflict has already broken out and sometimes when conflict management has already failed. A 3rd party such as a Liaison Officer mediates a resolution meeting, setting rules and procedures on behaviour conduct. An example of this is a dispute between buyer and supplier over a contract term which is taken to alternative dispute resolution such as arbitration. Another example may be a dispute between two employees which is taken to HR and each employee has a representative/ witness present.
Advantages:
- Permanent solution: Conflict resolution aims to resolve the issue once and for all. Unlike the other two approaches, the decision is final and cannot be undone.
- Legal and formal: It can be legally binding and provide a clear framework for compliance, unlike the other two options.
Disadvantages:
- Time-consuming: Conflict resolution can take a significant amount of time, especially if legal proceedings are involved.
- Costly: It can be expensive, particularly when legal or professional mediation services are required such as contract disputes between buyers and sellers.
- May not satisfy all parties: Some parties may feel they've lost or been unfairly treated, which can lead to lingering resentment.
In practice, the choice of strategy depends on the nature and severity of the conflict, the parties involved, and the desired outcomes. Often, a combination of these strategies may be employed to effectively address conflicts in various situations. Effective conflict management requires adaptability and a careful assessment of the specific circumstances to determine the most appropriate approach.
Tutor Notes
- there are so many parts to this question. I recommend doing a quick plan at the start like I've done. You can then flick back to this once you've finished your essay to check you've included all the points. For example, did you write the disadvantage of conflict management? Did you include an example of conflict resolution? There's so many things you could accidentally miss out here so do double check your work at the end.
- Students often get conflict management and conflict resolution mixed-up. Hopefully the above essay helps clear this up if you weren't sure before.
- Some quotes on conflict management which you could use in your essay:
"In the middle of every difficulty lies opportunity." - Albert Einstein
"If you want to resolve a conflict, you must be willing to compromise." - John Hume
- Study guide p. 254

NEW QUESTION # 13
SIMULATION
Explain 5 qualities of an effective leader (10 points) Discuss the role of a leader in relation to the procurement and supply chain function of an organisation (15 points)

Answer:

Explanation:
See the Answer is the explanation
Explanation:
(A) Five Qualities of an Effective Leader (10 Points)
Effective leadership is crucial for the success of any organization, particularly in strategic procurement and supply chain management. Below are five key qualities that define an effective leader:
Vision and Strategic Thinking (2 Points)
A successful leader has a clear vision for the future and can develop strategic plans to achieve organizational goals.
In procurement, this means aligning supply chain strategies with overall business objectives, such as cost reduction, sustainability, and supplier relationship management.
Integrity and Ethical Leadership (2 Points)
Ethical leaders act with honesty, transparency, and fairness, setting high ethical standards for their teams.
In procurement, integrity ensures fair supplier selection, compliance with procurement laws, and avoiding corruption or conflicts of interest.
Decision-Making and Problem-Solving Skills (2 Points)
Leaders must analyze complex situations, consider different perspectives, and make informed decisions.
In supply chain management, this involves risk assessment, supplier negotiation, and resolving disruptions (e.g., supply shortages, logistics issues, or geopolitical risks).
Communication and Influence (2 Points)
An effective leader clearly communicates the organization's goals and expectations to internal and external stakeholders.
In procurement, this involves negotiating contracts, managing supplier relationships, and ensuring cross-functional collaboration within the organization.
Emotional Intelligence and People Management (2 Points)
Emotional intelligence (EQ) includes self-awareness, empathy, motivation, and social skills, which are essential for managing teams.
In procurement, this helps leaders build trust, motivate employees, and handle conflicts with suppliers or internal teams effectively.
(B) Role of a Leader in Procurement and Supply Chain Functions (15 Points) Leaders in procurement and supply chain management play a crucial strategic role in ensuring the efficiency, sustainability, and ethical integrity of the organization's supply chain. Below are five key roles a leader plays:
Setting Strategic Direction in Procurement (3 Points)
A leader defines procurement objectives in line with corporate strategy, such as cost reduction, supplier diversity, risk management, and sustainability.
Example: A Chief Procurement Officer (CPO) may implement a strategy to reduce reliance on a single supplier and diversify sourcing to minimize risks.
Ensuring Ethical and Sustainable Procurement (3 Points)
Leaders must establish and enforce ethical procurement policies to avoid fraud, bribery, or unethical supplier practices.
Example: Ensuring compliance with Corporate Social Responsibility (CSR) initiatives, such as sourcing from ethical suppliers who follow fair labor practices.
Supplier Relationship and Risk Management (3 Points)
A leader is responsible for building strong supplier relationships that foster trust, reliability, and long-term partnerships.
They also identify and mitigate risks in the supply chain, such as supply disruptions, geopolitical risks, and financial instability of suppliers.
Driving Innovation and Continuous Improvement (3 Points)
Leaders encourage teams to adopt innovative technologies such as Artificial Intelligence (AI), blockchain, and data analytics in procurement.
Example: Implementing e-procurement systems to enhance efficiency and transparency in supplier transactions.
Developing and Empowering the Procurement Team (3 Points)
A leader must focus on talent development, upskilling procurement professionals, and fostering a culture of continuous learning.
Example: Providing training on contract management, negotiation skills, and supplier evaluation techniques to enhance team capabilities.

NEW QUESTION # 14
SIMULATION
Discuss 5 different sources of power an individual can have in the working environment. Explain who in an organisation may have this type of power and the pros and cons to each (25 points)

Answer:

Explanation:
See the Answer is the explanation
Explanation:
Sources of Power in the Workplace: Types, Organizational Roles, and Their Pros & Cons Power in the workplace influences decision-making, leadership effectiveness, and team dynamics. French and Raven's five sources of power-legitimate, reward, coercive, expert, and referent power-are commonly found in organizational settings. Each type of power has advantages and disadvantages, depending on how it is used. This essay explores these five sources of power, their typical holders within an organization, and their pros and cons.
1. Legitimate Power
Definition:
Legitimate power is derived from a formal position or authority within an organization. It comes from the structure of the company rather than an individual's personal qualities.
Who Holds This Power?
CEOs, Directors, Managers, Supervisors, Team Leaders
Example: A Procurement Director has legitimate power to approve supplier contracts.
Pros:
✔ Provides clear authority and structure in decision-making.
✔ Helps maintain order and accountability in an organization.
✔ Employees respect and follow official leaders.
Cons:
✘ Can lead to resistance if employees feel decisions are made without consultation.
✘ Overuse of authority can create a rigid, bureaucratic environment.
✘ Power is temporary-losing the title means losing authority.
2. Reward Power
Definition:
Reward power is the ability to influence behavior by offering incentives such as bonuses, promotions, pay raises, or recognition.
Who Holds This Power?
HR Managers, CEOs, Procurement Heads, Line Managers
Example: A Procurement Manager offers performance bonuses to encourage supplier cost reductions.
Pros:
✔ Motivates employees to achieve goals.
✔ Encourages high performance and engagement.
✔ Helps reinforce positive behaviors in the workplace.
Cons:
✘ Can create entitlement issues-employees may expect rewards for all tasks.
✘ If rewards are inconsistent, it can lead to demotivation.
✘ Over-reliance on rewards may reduce intrinsic motivation (employees only work for rewards, not passion).
3. Coercive Power
Definition:
Coercive power comes from the ability to punish or enforce negative consequences for poor performance, non-compliance, or misconduct.
Who Holds This Power?
Supervisors, Compliance Officers, HR Managers, Security Heads
Example: A Chief Compliance Officer enforces penalties for unethical procurement practices.
Pros:
✔ Ensures discipline and adherence to company policies.
✔ Helps prevent unethical behavior (e.g., fraud in procurement).
✔ Encourages employees to meet deadlines and expectations.
Cons:
✘ Creates fear and resentment among employees.
✘ Can lead to low morale and high turnover.
✘ Not effective long-term-employees may comply out of fear, not respect.
4. Expert Power
Definition:
Expert power comes from specialized knowledge, skills, or expertise that make an individual valuable in the workplace.
Who Holds This Power?
Subject Matter Experts (SMEs), Senior Engineers, IT Specialists, Procurement Analysts Example: A Procurement Data Analyst has expert power by using big data analytics to improve supply chain efficiency.
Pros:
✔ Encourages trust and credibility among employees.
✔ Expertise is highly valuable-companies rely on knowledgeable individuals.
✔ Individuals with expert power often gain influence without formal authority.
Cons:
✘ Power is limited to specific expertise-not useful outside their domain.
✘ If not shared, expertise can lead to knowledge hoarding (lack of collaboration).
✘ Overconfidence in expertise can make individuals resistant to learning new approaches.
5. Referent Power
Definition:
Referent power is based on charisma, respect, and personal influence rather than authority or knowledge.
Who Holds This Power?
Charismatic Leaders, Mentors, Senior Employees with Strong Relationships Example: A Senior Procurement Executive with strong leadership qualities inspires the team to embrace change.
Pros:
✔ Creates loyalty and trust among employees.
✔ Can be used to influence without authority.
✔ Helps in mentoring and developing future leaders.
Cons:
✘ Can be subjective-depends on personality and relationships.
✘ Overuse can lead to favoritism and bias in decision-making.
✘ Can be ineffective if employees do not personally respect the leader.
Conclusion
In any workplace, different individuals hold different types of power based on their role, expertise, and relationships. While legitimate, reward, coercive, expert, and referent power all contribute to leadership and decision-making, each has its own advantages and drawbacks. Effective leaders and procurement professionals must balance these power sources strategically, ensuring that authority is respected, motivation is sustained, discipline is enforced fairly, expertise is valued, and personal influence is used ethically.

NEW QUESTION # 15
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