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CIPS L6M1 Exam Syllabus Topics:

Topic
Details

Topic 1

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 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

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.

CIPS Strategic Ethical Leadership Sample Questions (Q12-Q17):

NEW QUESTION # 12
SIMULATION
Jeff is the CEO of Company X. Company X will soon be merging with Company Y. This is a strategic decision which will benefit both companies through sharing knowledge and resources. There will be no job losses in the process of the merger, but there will be significant changes to staffing structures and operating procedures. Jeff needs to communicate the information to stakeholders. Discuss how Jeff could create a Communication Plan to disseminate the information and what considerations he needs to make when passing on the information (25 points)

Answer:

Explanation:
See the Answer is the explanation
Explanation:
Developing a Communication Plan for a Company Merger
As CEO of Company X, Jeff is responsible for communicating the upcoming merger with Company Y. While the merger will bring strategic benefits, it will also introduce significant changes to staffing structures and operations. Clear, transparent, and effective communication is crucial to ensure stakeholder confidence, minimize resistance, and facilitate a smooth transition.
This essay outlines how Jeff can develop a Communication Plan and highlights key considerations for delivering the message effectively.
1. Creating a Communication Plan for the Merger
A structured communication plan helps ensure that stakeholders receive the right information, at the right time, through the right channels. Below are the key steps Jeff should take:
Step 1: Define Communication Objectives
Jeff must first establish clear objectives for the communication plan: ✔ Ensure stakeholders understand the benefits and impact of the merger.
✔ Prevent misinformation or panic among employees.
✔ Encourage buy-in and trust from all parties.
✔ Provide a transparent timeline for the changes.
Step 2: Identify Key Stakeholders
Different stakeholders will require different levels of detail and messaging:
Internal Stakeholders:
Employees (most affected by changes in structure and operations).
Management & Leadership Teams (responsible for implementing the merger).
Unions/Employee Representatives (may raise concerns about changes in working conditions).
External Stakeholders:
Customers & Clients (reassurance about continuity of service).
Suppliers & Partners (clarity on future contracts and relationships).
Investors & Shareholders (understanding of financial and strategic benefits).
Each stakeholder group will need tailored messaging to address their specific concerns.
Step 3: Develop Key Messages
Jeff needs to craft clear, consistent, and positive messages tailored to each audience.
Stakeholder
Key Message
Employees
"No job losses; new structure will create growth opportunities."
Managers
"Support will be provided for leadership transition and operational changes." Customers
"Service quality and reliability will remain unchanged."
Investors
"The merger will drive efficiency and profitability."
Suppliers
"Partnerships will continue, and payment terms remain stable."
Jeff should address potential concerns upfront and focus on the benefits of the merger.
Step 4: Select Communication Channels
The choice of communication channels depends on the audience and message urgency.
Stakeholder
Communication Method
Employees
Town hall meetings, emails, intranet updates, one-on-one discussions
Managers
Workshops, leadership meetings, direct emails
Customers
Official press releases, emails, website FAQs
Investors
Investor presentations, reports, media briefings
Suppliers
Supplier meetings, contracts review sessions
Jeff should prioritize face-to-face communication for employees and managers to build trust and allow for direct Q&A sessions.
Step 5: Create a Timeline for Communication
Jeff must ensure timely and consistent updates to avoid uncertainty.
Timeline
Action
Week 1
Announce merger to executives and key managers.
Week 2
Host town hall meetings for employees and issue internal memos.
Week 3
Public announcement via press release and website update.
Week 4
Hold customer and supplier briefings to address concerns.
Ongoing
Provide progress updates through internal and external reports.
Regular updates will help maintain transparency and engagement.
2. Key Considerations for Effective Communication
Jeff must consider several critical factors when passing on the information:
1. Clarity and Transparency
Messages should be clear, honest, and direct to prevent misunderstandings.
Employees should be fully informed about changes before rumors spread.
Example: Instead of vague statements like "There will be some adjustments," Jeff should say, "There will be structural changes, but no job losses."
2. Managing Emotional Reactions
Even without job losses, employees may fear uncertainty about roles and responsibilities.
Jeff should show empathy and reassurance while addressing concerns.
Strategy: Use small group meetings to provide space for open dialogue.
3. Two-Way Communication
Employees and stakeholders should have the opportunity to ask questions and share feedback.
Jeff can set up: ✔ Q&A sessions in town halls.
✔ Anonymous feedback mechanisms for employees hesitant to speak up.
✔ Dedicated email or helpline for merger-related concerns.
4. Aligning with Organizational Values
The messaging should reinforce Company X's culture and mission.
Example: If Company X values innovation, Jeff should highlight how the merger will enhance technological capabilities.
5. Handling Misinformation
Mergers can generate rumors and speculation.
Jeff should appoint a dedicated communication team to: ✔ Monitor and correct misinformation.
✔ Ensure consistent messaging across all departments.
Conclusion
A strategic communication plan is essential for Jeff to successfully manage the merger announcement. By defining objectives, identifying stakeholders, crafting key messages, selecting appropriate channels, and planning a timeline, he can ensure clarity, transparency, and engagement. Considerations such as employee emotions, two-way communication, and misinformation management will help maintain trust and confidence among all stakeholders. With effective communication, Jeff can drive a smooth transition and create a unified, forward-looking organization.

NEW QUESTION # 13
SIMULATION
Discuss the difference between mentoring and coaching. As well as mentoring and coaching, what other activities are completed by a manager? What skills does this require? (25 points)

Answer:

Explanation:
See the Answer is the explanation
Explanation:
(A) Difference Between Mentoring and Coaching (10 Points)
Both mentoring and coaching are essential for employee development, but they serve different purposes. Below is a structured comparison:

Key Takeaways:
Mentoring is long-term, relationship-driven, and focused on personal/career development.
Coaching is short-term, performance-driven, and focused on specific skill enhancement.
(B) Other Activities Completed by a Manager (10 Points)
Apart from mentoring and coaching, managers in procurement and supply chain roles perform several key functions, including:
Strategic Planning and Decision-Making (2 Points)
Managers align procurement strategies with business goals, ensuring cost savings, risk management, and supplier selection.
Example: Deciding whether to source locally or internationally based on cost, lead time, and risk factors.
Performance Management & Employee Development (2 Points)
Managers conduct performance reviews, set KPIs, and ensure employees meet procurement objectives.
Example: Monitoring contract compliance and assessing supplier delivery performance.
Supplier and Stakeholder Relationship Management (2 Points)
Managers negotiate contracts, build relationships with suppliers, and collaborate with internal stakeholders.
Example: Engaging in supplier development programs to improve quality and efficiency.
Problem-Solving and Conflict Resolution (2 Points)
Managers handle supplier disputes, contract issues, and logistical challenges in procurement operations.
Example: Managing disputes with suppliers over late deliveries or non-compliance.
Compliance and Ethical Procurement Practices (2 Points)
Managers ensure adherence to procurement regulations, ethical sourcing policies, and sustainability goals.
Example: Implementing an anti-bribery and corruption policy in procurement operations.
(C) Skills Required for These Activities (5 Points)
To successfully carry out these responsibilities, a manager needs the following key skills:
Leadership & People Management (1 Point)
Ability to motivate, mentor, and coach employees while fostering a productive work environment.
Negotiation & Communication (1 Point)
Strong skills to negotiate contracts, resolve supplier disputes, and manage stakeholder expectations.
Strategic Thinking & Decision-Making (1 Point)
Capability to analyze procurement data and make informed strategic decisions to reduce costs and risks.
Problem-Solving & Conflict Resolution (1 Point)
Skill in addressing supply chain disruptions, supplier conflicts, and operational inefficiencies.
Ethical and Compliance Knowledge (1 Point)
Understanding of procurement laws, ethical sourcing, and corporate governance.

NEW QUESTION # 14
SIMULATION
Discuss three of the following areas of employment law: minimum wage, overtime and holiday pay, working hours, Health and Safety at Work, equality (25 points).

Answer:

NEW QUESTION # 15
SIMULATION
Zoe has recently formed a cross-functional team to work on a new secret project called Project X. There are 8 members of Project X and these members have different ages, cultural backgrounds, lengths of service at the company and personalities.
Discuss 5 reasons why teams can fail, relating these to potential issues Zoe may face with her team, and discuss ways Zoe can overcome them. (25 points)

Answer:

Explanation:
See the Answer is the explanation
Explanation:
Why Teams Fail: Challenges in Cross-Functional Teams and Solutions for Zoe's Project X Cross-functional teams, such as Zoe's Project X team, bring together diverse skills, perspectives, and experiences. While this diversity can foster innovation, it also presents challenges that can lead to team failure if not managed properly. Below are five key reasons why teams fail, how these issues may arise in Project X, and how Zoe can overcome them.
1. Lack of Clear Goals and Direction
How This Affects Project X:
If Zoe does not establish clear objectives, deliverables, and expectations, team members may work in different directions, leading to inefficiencies and frustration. Given that Project X is secret, the lack of transparency may cause confusion and disengagement.
Solution:
✔ Clearly define the project's mission, objectives, and success criteria at the outset.
✔ Use SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) to set expectations.
✔ Hold regular briefings to ensure all team members understand their role in the project.
2. Poor Communication
How This Affects Project X:
With team members from different backgrounds, experience levels, and personalities, communication styles may vary. Some may hesitate to share ideas, while others may dominate discussions. This can lead to misunderstandings, silos, and frustration.
Solution:
✔ Establish clear communication channels, such as scheduled meetings, email updates, and collaboration tools (e.g., Slack, Microsoft Teams).
✔ Foster an open communication culture where all members feel comfortable sharing ideas.
✔ Encourage active listening to ensure all voices are heard.
3. Conflict and Personality Clashes
How This Affects Project X:
Diversity in age, culture, experience, and personalities can cause friction. Senior employees may resist younger members' ideas, while different working styles may lead to disagreements. If conflicts go unmanaged, the team can become dysfunctional.
Solution:
✔ Conduct team-building exercises to build rapport and understanding among members.
✔ Implement a conflict resolution strategy, ensuring disputes are addressed constructively.
✔ Encourage a collaborative mindset, where team members focus on shared goals rather than personal differences.
4. Lack of Trust and Team Cohesion
How This Affects Project X:
If team members do not trust each other or the leader, they may be reluctant to share ideas, take risks, or collaborate. The secrecy of Project X may also create skepticism and uncertainty among members.
Solution:
✔ Foster psychological safety, where team members feel safe sharing ideas without fear of judgment.
✔ Encourage transparency by sharing relevant information about the project whenever possible.
✔ Organize team bonding activities to strengthen relationships and build trust.
5. Ineffective Leadership
How This Affects Project X:
If Zoe fails to lead effectively, team members may feel disengaged, unsupported, or micromanaged. A lack of clear decision-making can result in delays and frustration.
Solution:
✔ Zoe should adopt a situational leadership style, adjusting her approach based on team needs.
✔ Balance guidance with autonomy, ensuring team members feel empowered but supported.
✔ Regularly recognize and appreciate team members' contributions to boost morale.
Conclusion
For Project X to succeed, Zoe must proactively address these common team failures by setting clear goals, fostering strong communication, managing conflicts, building trust, and leading effectively. By implementing these strategies, she can ensure her cross-functional team remains engaged, motivated, and productive, driving Project X to success.

NEW QUESTION # 16
SIMULATION
What is meant by ethical supply chain management? (5 points). Discuss how the following can impact upon a supply chain and ways a supply chain manager can mitigate the risks: corporate governance, bribery and corruption, insider trading and discrimination (20 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 - ethical supply chain management = environment, society and wellbeing of stakeholders P1 - corporate governance P2 - bribery and corruption P3 - insider trading P4 - discrimination Conclusion - Upholding these ethical principles not only benefits the organization but also contributes to a more just and responsible global business environment.
Example Essay
Ethical supply chain management involves the integration of ethical principles and practices into every aspect of a supply chain's operations. It focuses on ensuring that the supply chain not only meets its goals of efficiency, cost-effectiveness, and profitability but also operates in a manner that is socially responsible and aligned with moral values. Ethical supply chain management aims to create value while considering the impact on the environment, society, and the well-being of all stakeholders involved, particularly those that have traditionally been exploited or marginalised. Supply chain managers play a pivotal role in establishing and upholding ethical standards within the supply chain.
Corporate Governance:
Corporate governance refers to the framework of rules, practices, and processes by which a company is directed and controlled. It encompasses the relationships among the company's management, its board of directors, shareholders, and other stakeholders. Supply chain managers should ensure that their organization's corporate governance practices are transparent, accountable, and aligned with ethical standards.
For example, the Enron scandal in the early 2000s serves as a stark reminder of the consequences of poor corporate governance. Enron's executives engaged in unethical and fraudulent practices, leading to the company's collapse. This scandal highlighted the importance of transparent corporate governance to prevent such lapses.
Supply chain managers can contribute to ethical corporate governance by establishing mechanisms for transparency, accountability, legal compliance, and ethical oversight within the supply chain.
Bribery and Corruption:
Bribery involves the offering, giving, receiving, or soliciting of something of value with the aim of influencing the actions of an official or other person in a position of authority. Corruption, on the other hand, encompasses a broader range of dishonest or unethical behaviour, including bribery, embezzlement, and abuse of power. Supply chain managers must actively combat bribery and corruption within the supply chain.
One prominent example of bribery and corruption in the supply chain is the case of the Brazilian construction giant Odebrecht. The company was involved in a vast bribery scheme across Latin America, implicating high-ranking politicians and business leaders. This case underscores the far-reaching consequences of unethical practices within the supply chain.
To mitigate the risk of bribery and corruption, supply chain managers should implement anti-bribery policies, conduct due diligence on suppliers, establish reporting mechanisms, and regularly audit and monitor the supply chain for compliance.
Insider Trading:
Insider trading involves trading securities based on non-public, material information. It is a form of market abuse that undermines fairness and transparency in financial markets. Supply chain managers should address insider trading risks within the organization.
A well-known example of insider trading is the case of Martha Stewart, the American businesswoman and television personality. Stewart sold her shares in a pharmaceutical company, ImClone Systems, based on non-public information about the FDA's impending rejection of the company's drug application. She was later convicted of insider trading.
To prevent insider trading, supply chain managers can limit access to sensitive information, educate employees about insider trading laws, establish monitoring and reporting mechanisms, and ensure legal compliance.
Discrimination:
Discrimination involves treating individuals unfairly or unequally based on their characteristics, such as race, gender, age, or disability. Discrimination within the supply chain can have detrimental social and legal consequences.
To combat discrimination, supply chain managers should promote equal opportunity, implement diversity initiatives, conduct training and awareness programs, and enforce non-discrimination policies throughout the supply chain.
In conclusion, ethical supply chain management is integral to an organization's overall sustainability and reputation. Supply chain managers should actively manage ethics in areas such as corporate governance, bribery, corruption, insider trading, and discrimination to ensure that the supply chain operates ethically, complies with legal standards, and aligns with moral values. Upholding these ethical principles not only benefits the organization but also contributes to a more just and responsible global business environment.
Tutor Notes
- For a higher score you should mention some of the legislation surrounding these areas:
- Corporate Governance = Companies Act 2006: This legislation lays out the statutory duties of company directors and officers, addresses corporate governance issues, and provides requirements for financial reporting, disclosure, and shareholder rights.
- Corporate Governance = UK Corporate Governance Code: Although not a law, this code issued by the Financial Reporting Council (FRC) sets out principles of good corporate governance that UK-listed companies are encouraged to follow. It provides guidelines on board composition, transparency, accountability, and more.
- Bribery and Corruption: Bribery Act 2010: This act is the primary legislation governing bribery and corruption in the UK. It introduced strict anti-bribery provisions, including criminal offenses related to bribery, both domestically and internationally.
- Insider Trading: Criminal Justice Act 1993: Part V of this act includes provisions related to insider dealing (insider trading) offenses. It criminalizes the misuse of insider information in relation to securities and other financial instruments.
- Discrimination: Equality Act 2010: This comprehensive legislation addresses discrimination on various grounds, including age, disability, gender, race, religion or belief, sexual orientation, and gender reassignment. It provides protection against discrimination in employment, education, housing, and other areas of public life.

NEW QUESTION # 17
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