L6M1 STUDY MATERIALS REVIEW, NEW L6M1 TEST DISCOUNT

L6M1 Study Materials Review, New L6M1 Test Discount

L6M1 Study Materials Review, New L6M1 Test Discount

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Latest Updated CIPS L6M1 Study Materials Review: Strategic Ethical Leadership | New L6M1 Test Discount

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CIPS L6M1 Exam Syllabus Topics:

TopicDetails
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 methods to overcome leadership challenges: This section focuses on Conflict Resolution Specialists and contrasts the sources of power and how they can be used to overcome common challenges faced by procurement and supply chain leaders. It includes perspectives on individual power and organizational power.
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.

CIPS Strategic Ethical Leadership Sample Questions (Q21-Q26):

NEW QUESTION # 21
SIMULATION
Fred has recently been promoted from a Procurement Executive to Head of Procurement at Silly Name Company. Having worked in the procurement department of Silly Name Company for over 15 years, he has many ideas of how to improve the department, some of them radical. How can Fred assess the readiness of the department to change? How would this impact his decisions to introduce his desired changes? (25 points)

Answer:

Explanation:
See the Answer is the explanation
Explanation:
Assessing Readiness for Change and Decision-Making: Fred's Approach as Head of Procurement Fred's recent promotion from Procurement Executive to Head of Procurement at Silly Name Company presents him with an opportunity to implement his ideas for departmental improvement. However, as someone who has worked in the same organization for 15 years, Fred must first assess the department's readiness for change before implementing radical reforms. Failure to do so could lead to resistance, disruption, and inefficiency. This essay explores how Fred can evaluate change readiness, and how this assessment will influence his decision-making.
Assessing the Readiness for Change
To successfully introduce changes in procurement, Fred must evaluate key factors that determine whether the department is ready to accept and implement new ideas.
1. Understanding the Organizational Culture
Fred should assess whether the company culture supports innovation and change or prefers stability and routine.
Indicators of Readiness: ✔ A culture that embraces innovation and continuous improvement.
✔ Employees who actively propose new ideas and improvements.
Potential Barriers: ✘ A culture resistant to change, where employees prefer "the way things have always been done."
✘ A history of failed change initiatives, causing skepticism.
Assessment Method:
✔ Surveys or feedback sessions to gauge employee attitudes toward change.
✔ Observing past change efforts-were they successful or met with resistance?
2. Evaluating Employee Buy-in and Mindset
Fred needs to assess whether employees are open to new ways of working or if they fear change due to job security concerns, workload increases, or lack of skills.
Indicators of Readiness: ✔ Employees express willingness to adopt new tools and processes.
✔ Staff members demonstrate adaptability to past procedural updates.
Potential Barriers: ✘ Employees fear that changes might make their jobs redundant.
✘ Resistance due to lack of understanding or training.
Assessment Method:
✔ Conduct one-on-one discussions or anonymous surveys on employee perceptions of change.
✔ Identify change champions who are enthusiastic about improvements.
3. Analyzing Current Processes and Pain Points
Before implementing radical changes, Fred must determine if current procurement processes are inefficient or if employees feel the need for change.
Indicators of Readiness: ✔ Procurement staff express frustration with outdated systems.
✔ Frequent delays, bottlenecks, or inefficiencies in procurement processes.
Potential Barriers: ✘ Employees feel the current processes work well enough and resist changing them.
✘ Lack of data to justify why new processes would be better than existing ones.
Assessment Method:
✔ Conduct a process audit to evaluate inefficiencies.
✔ Use KPIs (Key Performance Indicators) to measure procurement effectiveness.
4. Assessing Resource Availability
Even if the department is open to change, Fred must ensure there are sufficient resources (budget, technology, and expertise) to implement his ideas.
Indicators of Readiness: ✔ A budget exists to invest in new tools, training, or staff.
✔ The organization is willing to commit resources for change implementation.
Potential Barriers: ✘ Limited financial resources may delay or scale down initiatives.
✘ Employees lack the technical skills to adapt to new procurement methods.
Assessment Method:
✔ Check the procurement budget and forecast costs for proposed changes.
✔ Evaluate if the current team has the skills needed or requires training.
5. Leadership and Senior Management Support
Without support from senior management, Fred's efforts may not succeed. He must assess how committed leadership is to change.
Indicators of Readiness: ✔ Senior leaders prioritize procurement transformation.
✔ Executives provide clear sponsorship and communication about improvements.
Potential Barriers: ✘ Leaders have competing priorities and are not fully committed.
✘ Conflicting objectives between departments slow down decision-making.
Assessment Method:
✔ Schedule meetings with senior management to discuss alignment.
✔ Seek an executive sponsor to advocate for procurement reforms.
How Readiness Assessment Impacts Fred's Decision-Making
After evaluating the department's change readiness, Fred's approach to implementing changes will depend on the findings.
1. If Readiness is High:
Fred can proceed with bigger, transformative changes.
He can introduce automation tools, new supplier strategies, or restructuring initiatives.
A detailed change management plan should be developed, outlining: ✔ Timelines for implementation.
✔ Training programs to upskill employees.
✔ Performance metrics to track improvements.
2. If Readiness is Moderate:
Fred should implement gradual, phased changes rather than radical reforms.
He may need to educate employees on the benefits of change before pushing large initiatives.
Focus on quick wins that build momentum, such as: ✔ Small process optimizations.
✔ Minor policy adjustments.
✔ Pilot projects to test new ideas before full-scale rollout.
3. If Readiness is Low:
Fred must address employee concerns first before implementing major changes.
He should focus on communication and engagement to create a culture more open to change.
Strategies to increase readiness include: ✔ Organizing workshops and discussions to explain the need for change.
✔ Showcasing case studies of successful procurement transformations.
✔ Gaining senior leadership support to drive top-down change.
Conclusion
For Fred to successfully implement his procurement transformation ideas, he must first assess whether the department is ready for change. By evaluating organizational culture, employee mindset, process efficiency, resource availability, and senior management support, he can determine the right strategy-whether to proceed with radical changes, implement gradual improvements, or first increase change readiness. His decisions should be guided by employee engagement, clear communication, and alignment with business goals, ensuring that changes enhance procurement efficiency without causing unnecessary disruption.


NEW QUESTION # 22
SIMULATION
Discuss a variety of methods that a leader can use to exercise control.

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 - what is control?
1) Direct control - issuing orders, direct supervision, can lead to resentment
2) Bureaucracy - clear definitions, standardisation and processes
3) Influencing - bring a person's values in line with the values of the organisation
4) Social / Cultural - encourage people to conform by changing the norms of the organisation
5) KPIs - individuals are evaluated to set standards
Conclusion - leader should use a variety of methods
Example Essay
Control in leadership refers to the processes, strategies, and mechanisms that leaders use to regulate, guide, and manage the activities and behaviours of individuals or groups within an organization. Effective control helps leaders ensure that the organization operates efficiently, achieves its goals, and adheres to its values and standards. This essay will discuss a variety of methods that a leader can use to exercise control.
1) Direct Control:
Direct control is a leadership method where leaders issue explicit orders and closely supervise tasks, often making decisions without significant input from others. For example in a manufacturing company, a supervisor instructs workers on the assembly line to follow a specific sequence of tasks and closely monitors their work to ensure compliance. The advantage to this method is that tasks are executed as instructed, resulting in predictable outcomes and that expectations and roles are well-defined, which reduces ambiguity. However this method of control can lead to resentment, decreased motivation, and a lack of autonomy among team members. Team members may be less inclined to propose innovative solutions or take initiative when micromanaged.
2) Bureaucracy:
Bureaucracy is a method of control characterized by clear definitions, standardized processes, and established rules and procedures within an organization. Government agencies often operate within a bureaucratic framework, where specific rules and regulations guide decision-making and operations. The advantage of this form of control is that it ensures decisions and actions align with established rules and procedures. It also promotes equal treatment of individuals within the organization. The disadvantage is that Bureaucratic structures may struggle to adapt to changing circumstances and hinder organizational agility. Moreover, excessive bureaucracy can lead to administrative burdens and create barriers to efficient decision-making.
3) Influencing:
Influencing is a control method focused on aligning an individual's values, beliefs, and behaviours with those of the organization. It encourages voluntary compliance. An example of this is a manager motivating their team to meet sales targets by emphasizing the benefits of achieving those goals for both the company and individual team members. This form of control can be highly effective as it encourages voluntary compliance; team members willingly align their values and behaviours with the organization's goals and it fosters a shared sense of purpose and commitment among employees. However it has many limitations; it is time consuming, requires effort to build trust and rapport, is dependant upon the personality, skill and likeability of the leader and it is not an effective form of control in situations where immediate compliance is crucial.
4) Social/Cultural Control:
Social/cultural control involves shaping an organization's culture and norms to encourage individuals to conform to desired behaviours and values. For example an organization promotes a culture of innovation and creativity, encouraging employees to share ideas and experiment with new approaches. They may do this by allowing staff members designated time to work on creative projects. Another example is cultivating a culture of inclusivity and diversity by celebrating festivals and traditions from other countries. The advantage of this form of control is that it creates lasting commitment to desired behaviours and values; of all the types of control mentioned in this essay, this form of control has the longest lasting effect. However changing an existing culture can be challenging and may face resistance from employees accustomed to the status quo. Shaping culture is a long-term endeavour that requires ongoing effort but a positive culture brings many benefits including enhances employee engagement, motivation, and satisfaction.
5) Key Performance Indicators (KPIs):
KPIs are metrics and performance indicators used to evaluate the performance of individuals, teams, or the organization as a whole. For example an e-commerce company sets KPIs for customer satisfaction, measuring it through surveys and feedback ratings. This form of control provides clear targets, ensuring individuals and teams understand expectations. It also allows for data-driven decision making. Leaders can make informed decisions based on performance data, for example on whether a supplier is performing sufficiently to renew the contract with them. The disadvantage to using KPIs as a form of control is that overemphasizing KPIs may lead to a narrow focus on metrics at the expense of broader organizational goals and values. People may also prioritize meeting KPIs over the quality or integrity of their work.
In conclusion, effective leadership requires a nuanced approach to control. Leaders should recognize that different situations and individuals may require varying degrees and types of control. Relying solely on one method, such as direct control or bureaucracy, can limit the organization's adaptability and hinder employee engagement. Instead, a balanced approach that incorporates influencing, cultural shaping, and the use of KPIs can promote a healthy balance between control and autonomy, leading to a more effective and motivated workforce. Ultimately, leaders should use a combination of these control methods to achieve their organizational goals while maintaining a positive and engaged work environment.
Tutor Notes
- I've purposed made this question very vague, because sometimes CIPS do make vague questions. Things you should think about when approaching this question are: exercise control over what? (processes?) or over who? (staff?) why do you need control? (is something bad happening?). Because it's so open, you will need to bring in your own examples into this type of essay. Everyone's essays will look very different for this question.
- Other forms of control mentioned in the study guide include: Self-control - no direct intervention; Trust-control - where trust is high, control reduces (Handy 1993) and Motivation - see the table on p. 189


NEW QUESTION # 23
SIMULATION
Explain, with examples, how a Procurement Professional can apply the CIPS Code of Conduct in relation to ethical business practices (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 - what is it?
Paragraph 1 - standing
Paragraph 2- integrity
Paragraph 3 - promote
Paragraph 4 - proficiency
paragraph 5 - regulations
Conclusion - it's super important
Example Essay
The CIPS (Chartered Institute of Procurement & Supply) Code of Conduct serves as a guiding framework for procurement and supply chain professionals to maintain ethical standards and professional integrity in their work. This essay will explore how procurement professionals can apply various aspects of the CIPS Code of Conduct to ensure ethical business practices. It will address each of the five core principles outlined in the Code of Conduct: Standing, Integrity, Promotion, Proficiency, and Regulations, providing relevant examples for each.
Standing:
One of the key principles of the CIPS Code of Conduct is to enhance and protect the standing of the profession. Procurement professionals can apply this by avoiding conduct that would bring the profession or CIPS into disrepute. For example, if a procurement manager discovers evidence of bid rigging among potential suppliers, adhering to this principle would involve promptly reporting the suspicious activity to their organization's compliance department. By doing so, they not only copyright professional standards, but also safeguard the organization's reputation.
Integrity:
Maintaining personal and professional integrity is fundamental to ethical business practices. The Code of Conduct emphasizes that procurement professionals should never engage in conduct, either professional or personal, that would bring the profession or CIPS into disrepute. For instance, if a supply chain manager is offered an extravagant gift by a vendor during negotiations, they should decline the gift and report the offer to their supervisor or compliance department. This action upholds personal and professional integrity, ensuring impartiality in supplier selection.
Promotion:
Procurement professionals can actively promote ethical practices within their organizations and supply chains, aligning with the Code of Conduct. For example, they can advocate for sustainable and ethical sourcing practices. If a procurement manager selects suppliers who adhere to fair labour standards and environmentally responsible practices, they set an example that encourages others to prioritize ethical practices. By actively promoting these principles, they contribute to a culture of integrity and social responsibility.
Proficiency:
Enhancing and protecting the standing of the profession also involves a commitment to proficiency. Procurement professionals can apply this principle by continually developing and maintaining their professional skills and competencies. For instance, attending training programs and industry conferences regularly can help them stay updated on the latest ethical standards and best practices. Pursuing certifications related to ethical sourcing, such as sustainable supply chain management credentials, further demonstrates their commitment to proficiency.
Regulations:
The CIPS Code of Conduct underscores the importance of compliance with relevant laws and regulations in procurement and supply chain management. Procurement professionals should ensure that all sourcing activities align with legal requirements. For example, they can conduct due diligence to confirm that suppliers adhere to anti-corruption laws, trade restrictions, and environmental regulations. This not only minimizes legal and ethical risks but also ensures ethical conduct within the supply chain.
Conclusion:
In conclusion, procurement professionals play a crucial role in maintaining ethical business practices by applying the principles outlined in the CIPS Code of Conduct. By adhering to these principles related to Standing, Integrity, Promotion, Proficiency, and Regulations, they contribute to the ethical and responsible functioning of their organizations and the broader supply chain industry. Upholding ethical standards not only safeguards professional integrity but also fosters trust and transparency in procurement and supply chain management.
Tutor Notes
- The CIPS code of conduct has come up as a 25 point question in Level 4 and Level 5 exams, so there is no reason to believe it couldn't come up at Level 6. Nothing has changed in terms of content, but at this Level be prepared to give more examples of it being applied in practice.
- Another way this could be asked is in relation to a case study. E.g. Mark is a procurement professional and X and Y are going on at his organisation. Using the CIPS Code of Conduct, what should he do about X and Y?


NEW QUESTION # 24
SIMULATION
Zainab is a Procurement Manager and has recently taken on 10 new staff members, taking the size of her team from 10 to 20. Discuss the process of learning that the new members of the team may go through as they start their new roles (15 points). Explain different learning styles she may find in members of her team, relating your answer to one academic model (10 points).

Answer:

Explanation:
See the Answer is the explanation
Explanation:
Understanding the Learning Process and Learning Styles in a Procurement Team As a Procurement Manager, Zainab is responsible for onboarding 10 new team members, doubling the size of her team from 10 to 20. As these new employees begin their roles, they will go through a structured learning process to develop the necessary skills and knowledge. Additionally, each individual may have a different learning style, requiring Zainab to tailor her training approach.
Part 1: The Process of Learning for New Procurement Staff (15 Points)
New employees in Zainab's procurement team will typically go through the following learning stages, based on the Four Stages of Competence Model:
1. Unconscious Incompetence (Not Knowing What They Don't Know)
At this stage, the new hires are unaware of what they need to learn and may overestimate their abilities.
Example: A new procurement assistant may not realize the complexity of supplier negotiations or compliance requirements.
Zainab's Role:
✔ Provide clear job descriptions and introduce new employees to procurement policies.
✔ Use mentoring or shadowing to expose them to real-world tasks.
2. Conscious Incompetence (Realizing the Knowledge Gap)
As they begin working, new team members become aware of their lack of knowledge and skills.
Example: A recruit may struggle to use procurement software or understand supplier evaluation criteria.
Zainab's Role:
✔ Offer structured training programs (e.g., workshops on procurement software).
✔ Allow safe spaces for mistakes and learning.
3. Conscious Competence (Developing Skills with Effort)
New employees start applying their knowledge but still require concentration and practice.
Example: A team member can conduct supplier due diligence, but needs to double-check procedures.
Zainab's Role:
✔ Provide feedback and constructive coaching.
✔ Assign small, real-world tasks to build confidence.
4. Unconscious Competence (Mastering the Skills Automatically)
At this stage, the employee can perform tasks efficiently without much conscious effort.
Example: A procurement officer can analyze supplier bids instinctively, applying best practices without hesitation.
Zainab's Role:
✔ Encourage employees to mentor new hires in the future.
✔ Offer career development opportunities (e.g., CIPS qualifications).
Part 2: Learning Styles in the Team (10 Points)
Different team members will have different learning styles, which means Zainab must tailor her training to accommodate them. A useful model to understand these differences is Kolb's Learning Styles Model (1984), which identifies four learning styles:
1. Activists (Learn by Doing)
Prefer hands-on experiences and practical exercises.
Example: A new team member learns best by participating in live supplier negotiations.
Training Approach:
✔ Use role-playing exercises and real procurement tasks.
2. Reflectors (Learn by Observing and Thinking)
Prefer to watch, analyze, and review before taking action.
Example: A procurement analyst might prefer to observe meetings before participating.
Training Approach:
✔ Provide case studies and post-task reflection sessions.
3. Theorists (Learn by Understanding Concepts and Models)
Prefer structured explanations, data, and frameworks.
Example: A procurement team member might want to study CIPS frameworks before implementing them.
Training Approach:
✔ Use lectures, whitepapers, and structured presentations.
4. Pragmatists (Learn by Applying Knowledge to Real Problems)
Prefer practical solutions and immediate application.
Example: A procurement officer may experiment with supplier cost models in real contracts.
Training Approach:
✔ Use real-world
SIMULATIONs and problem-solving exercises.
Conclusion
New employees in Zainab's procurement team will progress through stages of competence, requiring structured learning, coaching, and hands-on experience. By recognizing different learning styles (based on Kolb's model), Zainab can tailor training to ensure maximum engagement and skill development. This will help her team become efficient, confident, and competent procurement professionals.


NEW QUESTION # 25
SIMULATION
Explain what is meant by the following terms: equality, discrimination and diversity (10 points) Discuss 5 benefits to having diversity in an organisation / supply chain (15 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 - managers should be sensitive to these three areas
1) Equality (Equalities Act 2010)
2) Discrimination
3) Diversity
5 benefits:
4) Innovation
5) Avoids groupthink
6) Better market understanding
7) Happier employees
8) Useful in international business
Conclusion - world is interconnected, diversity is a good thing
Example Essay
Managers who are sensitive to the needs and differences of others are effective, successful leaders. For this reason it is important to distinguish between the following terms, which are often confused:
Equality refers to the state of being equal in rights, opportunities, treatment, or status, regardless of factors such as race, gender, age, religion, disability, or other characteristics. It emphasizes fairness, justice, and the absence of discrimination in the treatment of individuals and groups. Equality is shrined into UK law in the Equalities Act 2010 meaning that it is illegal not to treat people the same.
Discrimination is the unjust or prejudicial treatment of individuals or groups based on their differences, either actual or perceived. Discrimination involves actions or practices that disadvantage or harm certain individuals or groups, often leading to unequal treatment and opportunities. For example only hiring white-skinned employees or not letting a woman become a member of a golf club.
Diversity encompasses the range of differences and variations among individuals. Embracing diversity means recognizing, respecting, and valuing differences such as language, background and culture. Diversity goes beyond the visible traits such as race and gender and includes both inherent and acquired attributes such as educational level and political beliefs.
Benefits of Diversity in an Organization/Supply Chain
Enhanced Creativity and Innovation: Diverse teams bring together individuals with varied backgrounds, experiences, and perspectives. This diversity of thought and ideas fosters creativity and innovation as team members approach problems and challenges from different angles. Creative solutions lead to a competitive advantage for an organisation and the ability to adapt to changing market demands.
Improved Decision-Making: Diversity in decision-making helps avoid groupthink, a phenomenon where homogeneous groups tend to conform to a single perspective. Different viewpoints and perspectives lead to more robust discussions and more well-rounded decisions. Organizations thus benefit from a wider range of ideas and strategies to address complex issues.
Broader Market Understanding: Diversity within an organization's workforce reflects the diversity of its customer base and the broader market. Diverse teams are better equipped to understand the needs, preferences, and behaviours of a diverse customer population. This understanding can inform product development, marketing strategies, and customer engagement, leading to increased market share.
Increased Employee Engagement and Satisfaction: An inclusive workplace that values diversity fosters a sense of belonging among employees. Employees are more likely to be engaged and satisfied when they feel their perspectives and contributions are respected and appreciated. Higher job satisfaction can lead to improved retention rates and reduced turnover costs.
Global Competence and Adaptability: In a globalized world, organizations with diverse workforces and supply chains are better equipped to navigate international markets and cultural nuances. Employees from diverse backgrounds bring valuable insights into global business practices, languages, and cultural sensitivities. This global competence enables organizations to expand into new markets and adapt to changing international dynamics.
In summary, diversity in an organization or supply chain brings a multitude of benefits, including enhanced creativity, improved decision-making, better market understanding, increased employee engagement, and global competence. Embracing diversity not only aligns with principles of equality and reduces discrimination, but also contributes to an organization's overall success and sustainability in a diverse and interconnected world.
Tutor Notes
- To gain extra points in an essay like this, you could bring in some real life examples of discrimination and diversity. The best one I can think of at the moment is Birmingham City Council which is currently in the news for pay discrimination https://www.bbc.com/news/uk-england-birmingham-66730165
- You could also use some quotes on the topic as part of the introduction or conclusion:
- "Diversity is not about how we differ. Diversity is about embracing one another's uniqueness." - Ola Joseph
- "We all should know that diversity makes for a rich tapestry, and we must understand that all the threads of the tapestry are equal in value no matter their colour." - Maya Angelou
- "Diversity is not a compliance issue. Diversity is a growth strategy." - Tiffany Jana
- Study guide p. 198
- Additional reading: The Business Case For Diversity is Now Overwhelming. Here's Why | World Economic Forum (weforum.org)


NEW QUESTION # 26
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