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CIPS L6M1 Learning Materials - Valid L6M1 Test Syllabus

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CIPS L6M1 Exam Syllabus Topics:

Topic
Details

Topic 1

• 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 2

• 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 3

• 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 4

• 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 5

• 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 6

• 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 (Q42-Q47):

NEW QUESTION # 42
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 # 43
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:

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 - explain which three; minimum wage, working hours, H&S
P1 - minimum wage
P2 - working hours
P3 - H&S
Conclusion - law is always evolving
Example Essay
Employment law in the United Kingdom has evolved over the years to safeguard the rights and interests of employees while providing a framework for fair and equitable employment practices. This essay delves into three crucial areas of employment law: minimum wage, working hours, and health and safety.
Minimum Wage. The National Minimum Wage Act 1998 and subsequent amendments established the legal framework for minimum wage rates in the UK. The current legislation sets different minimum wage rates for various age groups. Currently (2023) for those aged 23 and over the minimum wage is £10.42 per hour. This is rising to £11 in 2024. Younger workers will earn less, with those on an apprenticeship, considerably less. Minimum wage legislation has significantly improved the earnings of low-paid workers and reduced income inequality. It ensures that employees receive a fair wage for their labour, promoting economic stability and social well-being.
Interestingly, not all countries have a minimum wage or set it hourly. For example in Spain, minimum wage is set out monthly (around 1000 euros/ month). Sweden doesn't have a minimum wage at all. Sweden relies on collective bargaining agreements negotiated between employers and labour unions to determine wage rates and employment conditions. These agreements are sector-specific and cover a wide range of industries, effectively setting minimum wage standards at the industry level rather than through legislation. This approach allows for flexibility and tailoring of wage rates to different sectors of the economy but also means that minimum wage levels can vary depending on the specific collective agreement in place within a given industry.
Working Hours: The Working Time Regulations 1998 (WTR) and the EU Working Time Directive establish legal limits on working hours, rest breaks, and paid leave for workers in the UK. The WTR also introduced the concept of the "opt-out," allowing workers to voluntarily exceed the 48-hour weekly working time limit. Working time regulations promote work-life balance, protect employees from excessive working hours, and enhance health and well-being. The "opt-out" provision provides flexibility but must be implemented with respect to workers' rights. It is common in the UK for Junior Doctors to opt out to ensure they have enough time to complete their training within a specific timeframe. Some training programs require a certain number of hours or procedures to be completed during a specific period. Another reason for opting out is the opportunity to earn more money, particularly if overtime is paid at a high rate.
Health and Safety: The Health and Safety at Work Act 1974 is the cornerstone of health and safety legislation in the UK. It places duties on employers to ensure the health, safety, and welfare of their employees, as well as others affected by their work activities. Specific regulations, such as the Management of Health and Safety at Work Regulations 1999, provide additional guidance. One of the main areas this legislation covers is the importance of completing risk assessments. The case of R v. Tangerine Confectionery Ltd (2018) emphasized the importance of risk assessments in preventing workplace accidents. The company was fined for failing to adequately assess the risk of an employee's arm getting trapped in a machine, resulting in serious injury. Health and Safety legislation has led to safer workplaces, reduced accident rates, and improved employee well-being. Employers are legally obligated to identify and mitigate workplace risks, ensuring the protection of their workforce.
In conclusion, UK employment law, encompassing minimum wage, working hours, and health and safety, plays a pivotal role in safeguarding employees' rights, promoting fair labour practices, and ensuring safe working environments. As employment dynamics continue to evolve, it is imperative that employment law remains adaptable, responsive, and protective of employees in an ever-changing work landscape.

 

NEW QUESTION # 44
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 # 45
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 # 46
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 uphold 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 # 47
......

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