CIPS NEW L6M1 PRACTICE QUESTIONS: STRATEGIC ETHICAL LEADERSHIP - DUMPS4PDF ENSURE YOU PASS EXAM FOR SURE

CIPS New L6M1 Practice Questions: Strategic Ethical Leadership - Dumps4PDF Ensure You Pass Exam For Sure

CIPS New L6M1 Practice Questions: Strategic Ethical Leadership - Dumps4PDF Ensure You Pass Exam For Sure

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Desktop practice test software, and web-based practice test software. All three Dumps4PDF L6M1 practice test questions formats are easy to use and compatible with all devices and operating systems. The Dumps4PDF L6M1 desktop practice test software and web-based practice test software both are the L6M1 Practice Exam. While practicing on CIPS Strategic Ethical Leadership practice test software you will experience the real-timeStrategic Ethical Leadership L6M1 exam environment for preparation. This will help you to understand the pattern of final L6M1 exam questions and answers.

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
  • Evaluate influencing styles for effective supply chain leadership: This section targets HR Managers and compares leadership techniques that can be used to influence personnel involved in a supply chain. It includes assessing the readiness of followers, leaders' attitudes to people, management by objectives, and emotional intelligence. A critical skill assessed is assessing the readiness of HR for a particular task.
Topic 3
  • Compare leadership techniques: This section measures the skills of Stakeholder Engagement Managers and evaluates how to create a communication plan to influence personnel in the supply chain. It covers stakeholder analysis, how to obtain buy-in to supply chain strategies, and the use of the Internet for publishing information. A key skill measured is obtaining stakeholder buy-in effectively.
Topic 4
  • Understand and apply 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.

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CIPS Strategic Ethical Leadership Sample Questions (Q34-Q39):

NEW QUESTION # 34
SIMULATION
Tom is a Supply Chain manager working in the automobile manufacturing industry in the UK. He has recently completed an analysis of his supply chain and is considering implementing strategies to encourage supply chain diversity, particularly around inclusivity of SMEs (small to medium sized enterprises).
Discuss a variety of strategies that Tom could employ to achieve supply chain diversity. (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 - what is supply chain diversity?
1. Supplier diversity program and targets
2. Help SMEs build capacity to work with Tom
3. Collaboration and networking
4. Provide financial help
5. Uncomplicate procurement processes to allow SMEs to bid easier
Conclusion - supply chain diversity benefits the industry as a whole
Example Essay
Supply chain diversity refers to the practice of intentionally including a variety of suppliers from different backgrounds, ownership structures, and demographics in a company's supply chain. It is a win-win approach to supply chain management. The primary goal of supply chain diversity is to promote fairness, equality, and inclusivity within the supply chain, while also reaping the benefits of a diverse supplier base. Tom, as a Supply Chain manager, can employ several strategies to encourage supply chain diversity, with a specific focus on inclusivity for SMEs:
Supplier Diversity Programmes and Targets: Implementing a supplier diversity program is a proactive step to encourage SME participation in the supply chain. Tom can establish clear goals and guidelines for procurement such as encouraging bids from diverse suppliers, including SMEs, minority-owned, women-owned, and disabled-owned businesses. These programs can set targets and track progress to ensure inclusivity. One example would be to set a target of X number of suppliers being SMEs.
Capacity Building and Training: Tom can work with SMEs to build their capacity and capabilities to meet the requirements of the automobile manufacturing industry. This could involve providing training, mentorship, and resources to help SMEs meet quality, safety, and compliance standards. By investing in their development, SMEs can become more competitive suppliers.
Supplier Collaboration and Networking: Encouraging collaboration and networking among suppliers can create a supportive ecosystem for SMEs. Tom can organize events, workshops, and forums where SMEs can connect with larger suppliers and industry experts. Building these relationships can lead to partnerships and subcontracting opportunities, enabling SMEs to enter the supply chain.
Supplier Development Funds: Allocating funds specifically for supplier development can be a powerful incentive. Tom can establish a fund to help SMEs invest in equipment, technology, and process improvements necessary to meet the manufacturing industry's demands. These funds can be offered as grants, low-interest loans, or equity investments.
Streamlined Procurement Processes: Simplifying and streamlining the procurement process can make it easier for SMEs to participate in tendering opportunities. Tom can reduce bureaucratic hurdles and provide clear guidelines for SMEs to bid for contracts. In the automotive industry, suppliers are often required to have a certain cash flow and metrics such as gearing ratios. By reducing the financial requirements to bid for a contract, this would allow more SMEs to apply to work with Tom's company. Moreover digitizing procurement processes can also enhance accessibility and transparency, making it more SME-friendly.
In addition to these strategies, Tom should ensure that diversity and inclusivity considerations are integrated into the organization's overall supply chain strategy and corporate culture. This includes regular monitoring and reporting on diversity metrics, encouraging supplier diversity as a key performance indicator, and promoting awareness and education on diversity and inclusivity among employees and suppliers. By implementing supplier diversity strategies, Tom can foster a more inclusive and diverse supply chain in the UK's automobile manufacturing industry, benefiting not only SMEs but also the industry as a whole through enhanced innovation, competitiveness, and sustainability.
Tutor Notes
- I don't think the study guide covers supply chain diversity as well as it could. This question is taken from p. 204. Other options they mention in the book include; changing the organisational culture, getting commitment from senior leaders, integrating diversity into the corporate vision and joint ventures with SMEs.
- However there are a lot of really interesting online resources about supply chain diversity and the benefits. And some really good case stories about it. I'd recommend reading: Increasing SME Participation in Supply Chains - Deecon Consulting and looking at the Federation of Small Businesses FSB The Federation of Small Businesses | FSB, The Federation of Small Businesses also this initiative is really innovative: Support your SME supply chain - Heart of the City (theheartofthecity.com)


NEW QUESTION # 35
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 # 36
SIMULATION
Michael is the new CEO of XYZ Ltd. He has recently joined the organisation which has been struggling financially and has issues with stakeholder communication. He is considering using the Democratic leadership approach. What are the advantages and disadvantages of this approach? Is this an appropriate style for Michael to adopt? (25 points)

Answer:

Explanation:
See the Answer is the explanation
Explanation:
Introduction
Leadership plays a crucial role in the success of an organization, especially when it is facing financial difficulties and stakeholder communication issues. The choice of leadership style significantly impacts employee morale, decision-making efficiency, and overall business performance. Michael, the new CEO of XYZ Ltd., is considering adopting the Democratic Leadership Approach to address these challenges.
This essay will examine the advantages and disadvantages of the Democratic Leadership Style and assess whether it is an appropriate leadership approach for Michael given the company's current challenges.
Understanding Democratic Leadership
Democratic leadership, also known as participative leadership, is a leadership style in which decision-making is shared between the leader and their team members. It encourages collaboration, open communication, and employee engagement, ensuring that various perspectives are considered before making strategic decisions.
Key Characteristics of Democratic Leadership
Inclusive Decision-Making - Employees and stakeholders are actively involved in decision-making.
Encourages Open Communication - The leader fosters a transparent and open communication culture.
Focus on Teamwork and Collaboration - Employees work together towards shared goals.
Emphasis on Employee Empowerment - Employees feel valued and are encouraged to contribute ideas.
Long-Term Strategic Thinking - Decisions are made collectively, considering long-term benefits.
Advantages of Democratic Leadership (10 Points)
1. Improved Employee Engagement and Morale
Employees feel valued and respected because they are included in decision-making processes.
This leads to higher motivation, job satisfaction, and productivity.
Example: In procurement, involving team members in supplier selection ensures better buy-in and accountability.
2. Better Decision-Making Through Diverse Perspectives
Employees at different levels of the organization contribute unique insights.
Encouraging open discussions can lead to better problem-solving and innovation.
Example: Engaging employees in financial turnaround strategies might lead to cost-saving ideas from the procurement or finance teams.
3. Strengthens Stakeholder Relationships and Communication
Democratic leadership improves communication with both internal stakeholders (employees, managers) and external stakeholders (investors, suppliers, customers).
By involving stakeholders in discussions, trust and cooperation are enhanced.
Example: Regular stakeholder meetings and open discussions on financial recovery plans can reduce uncertainty and resistance.
4. Encourages Creativity and Innovation
Employees are given the freedom to propose new ideas, leading to continuous improvement.
Example: In procurement, an inclusive approach might encourage supply chain digitalization or sustainable procurement strategies.
5. Builds a Positive Organizational Culture
A democratic leader promotes transparency, fairness, and ethical leadership.
This leads to a more positive work environment, reducing employee turnover.
Disadvantages of Democratic Leadership (10 Points)
1. Slow Decision-Making Process
Since multiple people are involved in decision-making, it takes longer to reach a consensus.
This can be problematic when quick decisions are required, especially in financial crisis situations.
Example: If XYZ Ltd. needs to immediately cut costs, too much discussion may delay urgent cost-saving measures.
2. Risk of Conflict and Disagreements
Open discussions may lead to conflicting opinions, making it difficult to find a common ground.
This can create delays and inefficiencies in procurement and financial strategies.
Example: If procurement and finance teams disagree on cost-cutting strategies, decision-making could be stalled.
3. Requires Skilled and Experienced Employees
Democratic leadership works best when employees are experienced, knowledgeable, and capable of making informed decisions.
If employees lack expertise, their contributions may lead to poor strategic choices.
Example: A procurement team without risk management experience might suggest suppliers without considering geopolitical risks.
4. Ineffective in Crisis Situations
In urgent situations where immediate action is required, democratic leadership may not be effective.
Leaders might need to make quick, authoritative decisions to stabilize the business.
Example: If XYZ Ltd. is on the verge of bankruptcy, Michael may need to quickly implement cost-cutting measures without waiting for employee consensus.
5. Potential for a Lack of Accountability
When decisions are made collectively, it may be unclear who is responsible for failures.
Employees may avoid taking responsibility, assuming others will handle problems.
Example: If a supplier selection decision fails, no single person may be held accountable.
Is Democratic Leadership Appropriate for Michael at XYZ Ltd.? (5 Points) Given the challenges at XYZ Ltd. (financial struggles and stakeholder communication issues), democratic leadership has both advantages and risks. Below is an assessment of whether this style is suitable for Michael:
Reasons Why Democratic Leadership is Suitable:
✅ Improves stakeholder communication - Since XYZ Ltd. struggles with stakeholder relations, a democratic approach can help build trust and collaboration.
✅ Boosts employee morale - Employees in a struggling company may feel demotivated. Involving them in decision-making increases engagement and motivation.
✅ Encourages innovative solutions - XYZ Ltd. may need creative financial recovery strategies, and a democratic approach could generate new cost-saving ideas.
Reasons Why Democratic Leadership May Not Be Ideal:
❌ Slow decision-making - XYZ Ltd. needs quick financial recovery decisions, which democratic leadership may delay.
❌ May cause internal conflicts - If stakeholders have conflicting ideas on financial strategies, it may slow down progress.
❌ Not effective in crisis management - Michael may need to make tough cost-cutting decisions quickly, which requires a more authoritative approach.
Recommended Approach for Michael:
Instead of adopting a purely democratic leadership style, Michael should consider a balanced approach:
Use democratic leadership for long-term strategic planning - Engage employees and stakeholders when designing long-term recovery strategies.
Adopt an authoritative approach for urgent financial decisions - If immediate cost-cutting or restructuring is needed, Michael should make firm, quick decisions.
Communicate decisions transparently - Even when making executive decisions, Michael should keep employees and stakeholders informed to maintain trust.
This blended leadership style (situational leadership) allows Michael to benefit from democratic leadership's advantages while ensuring quick decision-making when necessary.
Conclusion
Democratic leadership has several advantages, including improving communication, employee morale, and stakeholder relationships, all of which are beneficial for XYZ Ltd. However, it also slows decision-making and may cause conflicts, which can be problematic given the company's financial struggles.
Michael should adopt a situational leadership approach, combining democratic leadership for long-term strategic planning with authoritative leadership for urgent financial decisions. This will ensure that XYZ Ltd. recovers financially while maintaining transparency and employee engagement.
By balancing these approaches, Michael can lead XYZ Ltd. out of financial struggles while fostering a positive organizational culture.
Final Answer Structure for Maximum Marks (25 Points)
Introduction (3 Points) - Overview of the problem and introduction to democratic leadership.
Key Characteristics of Democratic Leadership (4 Points) - Explanation of democratic leadership style.
Advantages of Democratic Leadership (10 Points) - Five advantages with explanations and examples.
Disadvantages of Democratic Leadership (10 Points) - Five disadvantages with explanations and examples.
Suitability for Michael (5 Points) - Balanced evaluation of whether this leadership style is appropriate.
Conclusion (3 Points) - Summary and recommendation of situational leadership approach.


NEW QUESTION # 37
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 # 38
SIMULATION
Evaluate the following approaches to leadership: autocratic and affiliative (25 points)

Answer:

Explanation:
See the Answer is the explanation
Explanation:
Evaluation of Autocratic and Affiliative Leadership Approaches (25 Points) Leadership approaches vary based on organizational needs, culture, and objectives. Below is an in-depth evaluation of Autocratic Leadership and Affiliative Leadership, focusing on their characteristics, advantages, disadvantages, and suitability in procurement and supply chain management.
1. Autocratic Leadership (12.5 Points)
Definition and Characteristics
Autocratic leadership is a command-and-control approach where decision-making is centralized, and the leader exerts full authority over subordinates. Employees have little to no input in decisions.
Key Features:
The leader makes all critical decisions without consulting the team.
Strict top-down communication is followed.
Highly structured and rule-based management.
Focus on efficiency, discipline, and control.
Suitable for crisis management, military organizations, and high-risk industries.
Advantages of Autocratic Leadership
✅ Quick Decision-Making:
Since decisions are made by one leader, the process is fast and efficient, especially in time-sensitive situations such as supply chain disruptions.
✅ Clear Chain of Command:
Employees have a clear understanding of who is in charge, reducing confusion and ensuring a structured workflow.
✅ Improved Accountability:
With strict supervision, employees remain focused on their tasks, leading to higher productivity.
✅ Effective in Crisis Situations:
In procurement, during a supply chain disruption (e.g., a supplier bankruptcy), a leader must make immediate decisions to secure alternative suppliers.
Disadvantages of Autocratic Leadership
❌ Lack of Employee Engagement & Motivation:
Since employees have no voice in decision-making, they may feel undervalued, leading to low morale and high turnover.
❌ Reduced Innovation & Creativity:
Employees are not encouraged to share new ideas or problem-solving approaches, which can limit procurement process improvements.
❌ Potential for Micromanagement:
Autocratic leaders tend to oversee every detail, leading to inefficiency and lack of trust in the team.
Suitability in Procurement & Supply Chain
✅ Best suited for highly regulated industries (e.g., government procurement, defense supply chains).
✅ Effective in emergency situations (e.g., supplier failure, legal compliance issues).
❌ Not ideal for collaborative procurement environments where supplier relationships and teamwork are crucial.
2. Affiliative Leadership (12.5 Points)
Definition and Characteristics
Affiliative leadership is a people-first leadership style that prioritizes employee well-being, relationships, and harmony within teams.
Key Features:
Focus on empathy and emotional intelligence.
The leader builds strong team bonds and fosters a positive workplace culture.
Employees are encouraged to collaborate and voice their opinions.
Suitable for organizations undergoing change, stress, or morale issues.
Advantages of Affiliative Leadership
✅ Boosts Employee Morale and Motivation:
Employees feel valued and supported, leading to higher job satisfaction and retention.
✅ Encourages Collaboration and Innovation:
Unlike autocratic leadership, an affiliative leader welcomes team input, encouraging creative solutions in procurement strategies.
✅ Strengthens Supplier Relationships:
In procurement, affiliative leadership improves negotiations and long-term supplier partnerships through trust and open communication.
✅ Effective During Organizational Change:
This approach helps teams adapt to new procurement strategies, digital transformations, or policy changes smoothly.
Disadvantages of Affiliative Leadership
❌ Lack of Firm Decision-Making:
Leaders may avoid conflict or tough decisions to maintain team harmony, leading to slow decision-making.
❌ Risk of Lower Performance Expectations:
Overemphasizing relationships may reduce accountability, leading to underperformance in procurement teams.
❌ Not Suitable for Crisis Management:
In urgent procurement situations (e.g., contract disputes, legal violations), an affiliative leader may struggle to enforce discipline.
Suitability in Procurement & Supply Chain
✅ Best for relationship-driven roles (e.g., supplier relationship management, collaborative procurement).
✅ Effective in team-building and change management (e.g., transitioning to digital procurement systems).
❌ Not ideal for high-risk decision-making environments (e.g., crisis procurement, compliance enforcement).

Which Leadership Style is Best for Procurement?
For short-term crises, regulatory compliance, or high-risk procurement → Autocratic Leadership is better.
For long-term supplier management, teamwork, and innovation → Affiliative Leadership is more effective.
A balanced approach (situational leadership) that combines elements of both styles is often the most effective strategy in procurement.
This evaluation provides a structured, detailed comparison that aligns with CIPS L6M1 exam expectations.


NEW QUESTION # 39
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