Free CIPS L6M1 Exam Dumps Questions & Answers

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

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 - what is change management?
P1 - planned
P2 - incremental
P3 - revolutionary
Conclusion - planned is best
Example Essay
Change management is a set of processes and strategies aimed at helping an organization smoothly transition from its current state to a desired future state. Mohammed, the CEO of ABC Ltd, aims to transition his consultancy organization from traditional paper-based record-keeping to electronic systems. To navigate this change effectively, Mohammed can consider various change management approaches, each with their own advantages and disadvantages:
Planned Change: Planned change is a methodical and structured approach to implementing change. It involves careful planning, preparation, and a well-defined roadmap for transitioning from the old paper-based system to the new electronic one. It typically minimizes disruption and resistance by providing employees with a clear understanding of the process. Mohammed could use a Ghantt chart and other tools so that everyone knows what is happening when: for example he could introduce the electronic systems department by department, for example having the HR department use it first, then after a month roll it out to other departments.
Advantages: Planned change offers predictability and allows for detailed planning and risk management. It also offers the lowest disruption; it gives employees an option to adapt gradually, reducing disruptions to daily operations and since the change is well-communicated and organized, it can effectively address employee resistance.
Disadvantages: Slower Implementation: It may take time to implement planned changes fully, potentially delaying the realization of benefits.
Incremental Change: Incremental change involves making small, manageable changes over time. This approach prioritizes gradual progress and can be less disruptive, as employees adapt step by step. For ABC Ltd this may be that each employee gets access to the system to do some aspects of their job first, then after a while they gain access to another part of the system and so fourth, until all actions are completed electronically rather than on paper.
Advantages: As this change method involves several steps, it reduces potential resistance to the change. It also provides Mohammed with a lower risk: Smaller changes are easier to monitor and adjust, lowering the risk of implementation issues. If the electronic system has a bug, this can be fixed quickly before doing away with the old paper system.
Disadvantages: The main disadvantage to this approach is similar to that of the planned approach- there is a prolonged transition: implementing changes incrementally may extend the transition period, delaying the full benefits.
Revolutionary Change: Revolutionary change entails a swift and complete shift from the old system to the new one. It aims for rapid transformation but can be highly disruptive and stressful for employees. This means Mohammed would introduce the system without warning, overnight.
Advantages: Revolutionary change can lead to quick results and immediate benefits. It is possible that employees may be more committed to using the new system due to the sense of urgency associated with this approach. They don't get a choice or time to moan about the change- they have to simply get on and use the new system.
Disadvantages: High Disruption: The speed of change may lead to stress, resistance, and potential issues. It also comes with a higher risk of Failure: inadequate planning and adjustment time can increase the risk of implementation failure. If the new system has bugs, but Mohammed has done away with the old paper-based system, this may result in staff not being able to do any work.
Conclusion:
In the context of ABC Ltd's transition to electronic record-keeping, a planned change approach appears to be the most suitable. This approach offers a methodical, structured, and predictable transition process. It allows Mohammed to carefully plan and manage risks while minimizing disruptions to daily operations. Additionally, it is well-equipped to address any resistance that may arise during the change process. Considering these advantages, a planned change approach aligns well with the organization's need for a smooth and effective transition to electronic systems while ensuring the best chance for success.
Tutor Notes
- This question asks you to pick one of the options, so don't sit on the fence here. Of those listed, planned or incremental would probably be the obvious choice, as revolutionary change is really risky for this scenario. Revolutionary change is associated more with responding to emergencies or creative tasks, rather than introducing a new IT system. Introducing an IT system really should be done slowly, as it allows time to sort any issues and get people on board and trained using it.
- A question on different types of change could also ask about emergent change- so make sure you're familiar with this as well.

See the Answer is the explanation
Explanation:
Introduction
Management effectiveness is critical for organizational success, particularly in functions like procurement, where balancing cost efficiency, supplier relationships, and operational effectiveness is key. The Blake Mouton Managerial Grid provides a framework for evaluating leadership styles based on a manager's concern for people (team members, stakeholders, suppliers) versus concern for production (task completion, efficiency, and profitability).
This essay will discuss the five approaches to management outlined in the Blake Mouton Managerial Grid and explore how procurement managers can apply them to enhance procurement performance.
Understanding the Blake Mouton Managerial Grid
The Blake Mouton Managerial Grid (1964) classifies management styles based on two axes:
Concern for People - The degree to which a leader considers employee motivation, satisfaction, and well-being.
Concern for Production (or Task) - The extent to which a leader focuses on achieving organizational goals, efficiency, and productivity.
This results in five distinct leadership styles, each with its strengths and weaknesses.
The Five Approaches to Management in the Blake Mouton Grid

1. Impoverished Management (Low Concern for People, Low Concern for Production) Description:
Leaders with an impoverished management style exert minimal effort to manage people or production.
They often avoid decision-making, fail to motivate employees, and show little interest in organizational goals.
This approach leads to low productivity, disengaged employees, and poor procurement outcomes.
Impact on Procurement Management:
❌ Weak supplier management - Poor relationships with suppliers may lead to delivery delays and contract failures.
❌ No cost control - Procurement teams may fail to negotiate favorable pricing due to lack of leadership.
❌ Lack of strategic alignment - Procurement fails to support organizational goals, resulting in inefficiencies.
Example:
A procurement manager who ignores supplier performance reviews, does not enforce contract terms, and fails to manage procurement risks would be practicing an impoverished management style.
2. Task Management (High Concern for Production, Low Concern for People) Description:
Task-oriented managers focus solely on efficiency, cost-cutting, and productivity, while neglecting employee well-being and engagement.
This style is highly authoritative and focuses on strict rules, efficiency, and results-driven processes.
Impact on Procurement Management:
✅ Strict cost control - The procurement team will focus on cutting costs and maximizing efficiency.
✅ Strong compliance enforcement - Ensures strict adherence to procurement policies and regulations.
❌ Supplier dissatisfaction - Overly aggressive cost-cutting and negotiation tactics may harm supplier relationships.
❌ Low employee morale - Procurement assistants may feel undervalued, leading to high staff turnover.
Example:
A procurement manager who focuses only on cost reduction and efficiency, without considering supplier relationships or team well-being, would fit this style.
3. Country Club Management (High Concern for People, Low Concern for Production) Description:
A country club manager prioritizes employee satisfaction and relationships but neglects productivity and performance.
This results in a friendly, low-pressure environment, but with low accountability and inefficiency.
Impact on Procurement Management:
✅ Strong supplier and stakeholder relationships - Procurement teams collaborate well with suppliers but may overpay due to a lack of tough negotiations.
✅ High team morale - Employees feel valued and motivated.
❌ Lack of cost efficiency - Over-prioritizing relationships may result in weak cost controls.
❌ Ineffective risk management - Procurement managers may fail to enforce strict supplier performance criteria.
Example:
A procurement manager who develops strong relationships with suppliers but fails to hold them accountable for poor performance is practicing country club management.
4. Middle-of-the-Road Management (Moderate Concern for People, Moderate Concern for Production) Description:
Balances both people and task concerns, but does not excel in either.
Ensures some level of efficiency and employee satisfaction, but lacks a strong strategic direction.
Impact on Procurement Management:
✅ Balanced supplier relationships - Ensures cost efficiency while maintaining supplier goodwill.
✅ Moderate employee engagement - The team feels reasonably motivated, but lacks innovation and strong leadership.
❌ Missed cost-saving opportunities - Procurement might fail to maximize value due to a lack of strategic focus.
❌ Lack of strong risk mitigation - The procurement manager may not aggressively manage risks, leading to supply chain disruptions.
Example:
A procurement manager who performs adequately but does not drive significant improvements or cost savings fits this style.
5. Team Management (High Concern for People, High Concern for Production) Description:
The most effective leadership style, where the manager prioritizes both team well-being and achieving high performance.
Encourages collaboration, innovation, and accountability.
Focuses on both supplier relationships and cost efficiency.
Impact on Procurement Management:
✅ Optimized supplier performance - Ensures strong contract management, strategic sourcing, and supplier collaboration.
✅ High employee morale and performance - Employees are engaged, trained, and motivated to drive procurement success.
✅ Balanced cost and quality approach - Focuses on achieving cost efficiency while maintaining quality standards.
✅ Encourages innovation in procurement - Uses data analytics, AI, and technology to improve procurement processes.
Example:
A procurement manager who mentors their team, fosters supplier partnerships, and ensures cost savings while maintaining ethical procurement practices follows a team management approach.
Application of the Blake Mouton Grid to Procurement Management
The Blake Mouton Grid helps procurement managers identify their leadership style and improve team performance and supplier management. Here's how:
Developing High-Performance Procurement Teams - Procurement managers should strive for a team management approach, ensuring both efficiency and employee engagement.
Enhancing Supplier Relationship Management - A balanced approach ensures fair negotiations, long-term partnerships, and cost efficiency.
Strategic Cost Management - Managers should avoid being overly task-focused (cost-cutting) or too lenient on supplier pricing.
Improving Risk Management - Ensuring strong governance and compliance while maintaining good supplier relationships.
Continuous Improvement - Encouraging innovation, sustainability, and procurement technology adoption.
Conclusion
The Blake Mouton Managerial Grid provides valuable insights into leadership effectiveness in procurement management. Among the five approaches:
Team Management is the most effective style for procurement managers, balancing supplier relationships, cost efficiency, and employee engagement.
Task Management may be useful in cost-control situations, but must be balanced with ethical supplier management.
Country Club, Middle-of-the-Road, and Impoverished Management styles are less effective, as they fail to balance procurement efficiency and supplier relationships.
By adopting a "Team Management" approach, procurement managers can drive strategic value, optimize supplier performance, and enhance procurement team capabilities, ultimately contributing to long-term business success

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.

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