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CIPS Strategic Ethical Leadership Sample Questions (Q19-Q24):

NEW QUESTION # 19
SIMULATION
Discuss internal and external sources of change (10 points). What is a Forcefield Analysis and how can this help a leader plan for change? (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
Divide into two separate answers
1) Internal changes; personnel, systems, structure. External changes; STEEPLED and Porter - legislation, economy, technology, competitors.
2) Intro: what is a forcefield analysis? Explain how to do one. Then How can it help? Define objectives, impact on communication strategy Example Essay Change is a constant in the business world, and organizations must adapt to various internal and external forces to remain competitive and relevant. Understanding the sources of change is crucial for managing transformations effectively. In this essay, we will explore the distinction between internal and external sources of change and discuss how they impact personnel, processes, and company structure.
Sources of Internal Change within a Business:
People Changes: Changes in personnel, such as hiring, firing, promotions, and retirements, can have a profound impact on an organization. New hires may require training and onboarding, potentially affecting productivity during the transition. Terminations or layoffs may lead to temporary disruptions and workload adjustments for remaining employees. Moreover personnel changes can influence the organization's culture. New employees may bring different values and perspectives, while the loss of experienced employees can result in a shift in the workplace culture. Promotions and changes in leadership positions can influence decision-making, team dynamics, and the overall direction of the organization.
Systems Changes: Implementing or modifying systems, including software, technology, or operational procedures, can significantly affect how an organization operates. Well-planned systems changes can lead to increased operational efficiency, reduced errors, and improved decision-making, but employees may need time to adapt to new systems, potentially causing a temporary decrease in productivity. Moreover, systems changes can impact data storage, retrieval, and analysis, influencing how information is utilized within the organization.
Company Structure Changes: Altering the organization's structure, including hierarchies, departments, or reporting lines, can reshape how work is organized and executed. Employees who experience shifts in job roles, responsibilities, or reporting relationships, can affect job satisfaction and performance. It may also require adjustments in communication processes, potentially impacting the flow of information within the organization. A well-designed company structure can enhance efficiency and adaptability, while a poorly structured one may lead to inefficiencies and bureaucracy.
Sources of External Change Impacting a Business:
Legislation Changes: Changes in laws and regulations can have immediate and long-term consequences for businesses. Adapting to new regulations may require financial investments in compliance measures, training, or legal counsel. Businesses may need to modify processes and practices to ensure adherence to updated legal requirements. Companies that can proactively adapt to legislative changes may gain a competitive advantage by being compliant and avoiding penalties. An example of this is the upcoming changes to Public Sector Procurement Regulations which will take place in 2024, following the UK's departure from the EU.
Economic Changes: Economic shifts, such as recessions, inflation, or economic growth, can affect an organization's financial health and market position. Economic downturns can lead to decreased consumer spending and reduced revenue, requiring cost-cutting measures like layoffs or budget reductions. Conversely economic growth can present new market opportunities, prompting expansion, product diversification, or investment in research and development. Economic fluctuations can also disrupt supply chains, affecting inventory management, pricing, and delivery times.
Technological Changes: Rapid advancements in technology can drive changes in how businesses operate and compete. Embracing technological advancements can enhance operational efficiency, reduce costs, and improve customer experiences. Employees may require training to adapt to new technologies, and organizations may need to invest in digital infrastructure. Technology-driven innovations can disrupt traditional industries and create new competitive threats or opportunities. For example the music industry has seen huge changes in the past 10 years due to the increasing popularity of streaming platforms such as Apple Music and Spotify.
Competitor Actions: Actions taken by competitors, such as new product launches, marketing campaigns, or market entries, can influence an organization's market share and strategy. This may require adjustments in pricing, product offerings, or marketing strategies. An organisation should look at Porter's 5 Forces and STEEPLE analysis to fully understand potential external sources of change.
In the dynamic business environment, both internal and external sources of change play significant roles in shaping organizations. Recognizing these sources of change and effectively managing them are essential for organizations to succeed.
Forcefield Analysis
Lewin's Force Field Analysis is a valuable tool that can help a leader plan for change by providing a structured framework for understanding the forces at play in an organization when considering a change initiative. Developed by psychologist Kurt Lewin in 1951, this model helps leaders assess the driving forces that promote change and the restraining forces that resist it.
Identifying Driving and Restraining Forces:
Driving Forces: These are factors that push for change and support the desired change initiative. Identifying these forces helps leaders understand what is propelling the organization toward change. Examples of driving forces include market opportunities, customer demands, and performance improvement goals.
Restraining Forces: These are factors that oppose or hinder change. Recognizing these forces is crucial as they represent obstacles that need to be addressed or overcome. Restraining forces can include employee resistance, existing processes, or budget constraints.
Assessing the Balance:
After identifying driving and restraining forces, leaders can assess the balance between them. This analysis provides a clear picture of the overall readiness for change within the organization. If driving forces outweigh restraining forces, it suggests a favourable environment for change, while an imbalance in the other direction may require more effort to gain buy-in and overcome resistance.
Prioritizing Action Steps:
Once the forces are identified and their balance is assessed, leaders can prioritize action steps accordingly. For driving forces, leaders can focus on leveraging them further and ensuring that they continue to support the change. For restraining forces, strategies can be developed to mitigate or overcome them. This may involve addressing concerns, providing training, or reallocating resources.
How this can help a leader plan for change:
Force Field Analysis provides a foundation for developing a comprehensive change management plan. Leaders can use the insights gained to structure the plan, including defining specific objectives, timelines, and key performance indicators (KPIs) to measure progress.
Understanding the forces at play allows leaders to tailor their communication and engagement strategies. They can target communication efforts toward addressing the concerns and motivations of employees, stakeholders, and other relevant parties. By addressing restraining forces through effective communication, leaders can build support for the change.
The analysis doesn't end with the initiation of change; it continues throughout the change process. Leaders can continuously monitor the balance of forces and adjust their strategies as needed. If new restraining forces emerge or driving forces weaken, the change plan can be adapted accordingly to maintain momentum.
In summary, Lewin's Force Field Analysis provides leaders with a structured approach to understanding the dynamics of change within an organization. By identifying driving and restraining forces, leaders can better plan, execute, and manage change initiatives, ultimately increasing the likelihood of successful implementation and achieving desired outcomes.
Tutor Notes
- I have split my answers here and clearly signposted this to the examiner. A top tip is to consider the examiner's first look at your essay. By doing this, they can clearly see within the first 10 seconds that I've understood the question and I've answered all parts. It's a way to set yourself up for success. So, use all the headings and spacings you can. I don't think you can use bold in the exam, but you could use capital letters instead.
- A way to improve on the above would be to give more examples. For the Forcefield analysis you could talk about a potential change at company X being the introduction of a new product line, and say what the forces for and against would be. This would really hammer-home to the examiner you know your stuff.
- Sources of change - p. 224 (note the study guide says internal sources are people, structure and processes, I used the word system in my essay above rather than processes but it's the same thing). External sources of change are anything from STEEPLED and Porter. Remember the question is only worth 10 points, so 3 or 4 internal and 3 or 4 internal is more than enough. Don't do a full STEEPLED. You don't have time.
- Forcefield analysis is p. 232

NEW QUESTION # 20
SIMULATION
It has recently come to light that Fakeborough City Council has been engaging in discriminatory labour practices. These allogations include paying male employees more than female employees for completing the same type of work and excluding some employees from promotional opportunities for no good reason. Discuss how employees at Fakeborough City Council can deal with discrimination at work, and the risks that Fakeborough City Council are currently facing. (25 points).

Answer:

NEW QUESTION # 21
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:

NEW QUESTION # 22
SIMULATION
Evaluate the 'Traits' approach to leadership (25 points)

Answer:

Explanation:
See the Answer is the explanation
Explanation:
Introduction
Leadership plays a pivotal role in organizational success, influencing decision-making, team performance, and strategic direction. One of the earliest and most enduring leadership theories is the "Traits Approach to Leadership." This theory suggests that certain inherent traits make an individual an effective leader. Unlike other leadership theories that focus on behaviors or situational factors, the traits approach assumes that leaders are born, not made.
This essay will critically evaluate the traits approach to leadership, discussing its key characteristics, advantages, limitations, and relevance in modern organizational contexts, particularly in procurement and supply chain management.
Understanding the Traits Approach to Leadership
Definition
The Traits Approach to Leadership is based on the idea that effective leaders possess inherent personality traits that differentiate them from non-leaders. These traits are considered stable over time and consistent across different situations.
Early leadership research focused on identifying the common traits found in successful leaders across industries, military settings, and politics.
Key Characteristics of the Traits Approach
Innate Leadership Qualities - Leadership is seen as something a person is born with, rather than developed.
Focus on Personality Traits - Effective leaders exhibit specific personality traits such as intelligence, confidence, and emotional stability.
Universal Application - The theory assumes that leadership traits apply across all industries and organizational settings.
Predictability of Leadership Success - If someone possesses the right traits, they are more likely to become a successful leader.
Common Leadership Traits Identified in Research

These traits suggest that leaders are naturally equipped with qualities that allow them to excel in their roles.
Advantages of the Traits Approach to Leadership (10 Points)
1. Identifies Key Leadership Qualities
The traits approach helps organizations identify individuals with leadership potential by assessing personality traits.
Example: In procurement, a leader with high intelligence and problem-solving skills can effectively negotiate supplier contracts and manage risks.
2. Provides a Foundation for Leadership Selection
Organizations can use personality assessments to select and promote leaders based on their inherent characteristics.
Example: A company hiring a Chief Procurement Officer (CPO) may look for candidates who exhibit confidence, strong decision-making skills, and integrity.
3. Universally Recognized and Researched
This approach has been extensively studied for decades, making it one of the most well-documented leadership theories.
Example: Many successful world leaders, such as Steve Jobs and Nelson Mandela, exhibited self-confidence, resilience, and intelligence-key traits identified in the model.
4. Helps Develop Leadership Training Programs
Although traits are largely inborn, some leadership traits can be developed through training and experience.
Example: An employee with high intelligence but low sociability can undergo communication and emotional intelligence training to become a more effective leader.
5. Supports Leadership Continuity and Succession Planning
Organizations can identify and groom future leaders by assessing leadership traits early in their careers.
Example: A procurement manager with initiative, strong ethics, and analytical skills can be promoted to a strategic leadership role.
Limitations of the Traits Approach to Leadership (10 Points)
1. Ignores the Influence of Situations and Context
Leadership effectiveness depends on the situation rather than just traits.
Example: A leader with strong confidence and intelligence may struggle in a highly bureaucratic organization where decision-making is slow.
2. Fails to Explain Leadership Development
This theory assumes that leaders are born, not made, which contradicts modern research showing that leadership can be learned and developed.
Example: Many successful CEOs started as entry-level employees and developed their leadership skills over time.
3. Overlooks the Importance of Leadership Behaviors
Having the right traits does not automatically make someone an effective leader-their actions, decision-making style, and adaptability matter more.
Example: A procurement leader with high intelligence but poor communication skills may fail to build strong supplier relationships.
4. No Clear Agreement on Essential Traits
Different studies identify different sets of leadership traits, making it difficult to define a universal leadership profile.
Example: Some researchers emphasize charisma and extroversion, while others focus on humility and adaptability.
5. Does Not Account for Cultural Differences
Leadership traits may not be universal across cultures-a trait that is valuable in one culture may not be as important in another.
Example: In Western cultures, assertiveness is valued, while in Asian cultures, humility and collective decision-making are preferred leadership traits.
Relevance of the Traits Approach in Modern Organizations
Despite its limitations, the traits approach remains relevant in leadership selection and development. Modern organizations integrate it with other leadership theories to create a holistic leadership model.
1. Integration with Behavioral Leadership Models
Instead of assuming that traits alone determine leadership success, organizations combine it with behavioral approaches that emphasize leadership actions.
Example: Transformational leadership combines traits (e.g., charisma, confidence) with inspiring behaviors to create an effective leadership model.
2. Use in Leadership Assessments and Hiring
Organizations use psychometric assessments to evaluate potential leaders based on personality traits.
Example: The Big Five Personality Model (openness, conscientiousness, extraversion, agreeableness, neuroticism) is commonly used in executive hiring.
3. Helps in Leadership Development Programs
While some leadership traits are inborn, others can be developed through mentorship, training, and experience.
Example: Procurement professionals can enhance their decision-making skills, emotional intelligence, and adaptability through leadership development programs.
Conclusion
The traits approach to leadership has been a foundational theory in leadership studies, helping organizations understand the qualities that define effective leaders. It provides valuable insights into leadership selection, succession planning, and training.
However, the approach has several limitations, particularly its lack of situational awareness and failure to explain leadership development. Modern organizations recognize that while leadership traits are important, behaviors, experience, and adaptability play an equally critical role.
The most effective approach to leadership combines trait theory with behavioral and situational leadership models to create a well-rounded leadership development framework. This ensures that leadership is not just about natural talent but also about continuous learning, adaptability, and strategic execution.

NEW QUESTION # 23
SIMULATION
Discuss 5 different sources of power an individual can have in the working environment. Explain who in an organisation may have this type of power and the pros and cons to each (25 points)

Answer:

Explanation:
See the Answer is the explanation
Explanation:
Sources of Power in the Workplace: Types, Organizational Roles, and Their Pros & Cons Power in the workplace influences decision-making, leadership effectiveness, and team dynamics. French and Raven's five sources of power-legitimate, reward, coercive, expert, and referent power-are commonly found in organizational settings. Each type of power has advantages and disadvantages, depending on how it is used. This essay explores these five sources of power, their typical holders within an organization, and their pros and cons.
1. Legitimate Power
Definition:
Legitimate power is derived from a formal position or authority within an organization. It comes from the structure of the company rather than an individual's personal qualities.
Who Holds This Power?
CEOs, Directors, Managers, Supervisors, Team Leaders
Example: A Procurement Director has legitimate power to approve supplier contracts.
Pros:
✔ Provides clear authority and structure in decision-making.
✔ Helps maintain order and accountability in an organization.
✔ Employees respect and follow official leaders.
Cons:
✘ Can lead to resistance if employees feel decisions are made without consultation.
✘ Overuse of authority can create a rigid, bureaucratic environment.
✘ Power is temporary-losing the title means losing authority.
2. Reward Power
Definition:
Reward power is the ability to influence behavior by offering incentives such as bonuses, promotions, pay raises, or recognition.
Who Holds This Power?
HR Managers, CEOs, Procurement Heads, Line Managers
Example: A Procurement Manager offers performance bonuses to encourage supplier cost reductions.
Pros:
✔ Motivates employees to achieve goals.
✔ Encourages high performance and engagement.
✔ Helps reinforce positive behaviors in the workplace.
Cons:
✘ Can create entitlement issues-employees may expect rewards for all tasks.
✘ If rewards are inconsistent, it can lead to demotivation.
✘ Over-reliance on rewards may reduce intrinsic motivation (employees only work for rewards, not passion).
3. Coercive Power
Definition:
Coercive power comes from the ability to punish or enforce negative consequences for poor performance, non-compliance, or misconduct.
Who Holds This Power?
Supervisors, Compliance Officers, HR Managers, Security Heads
Example: A Chief Compliance Officer enforces penalties for unethical procurement practices.
Pros:
✔ Ensures discipline and adherence to company policies.
✔ Helps prevent unethical behavior (e.g., fraud in procurement).
✔ Encourages employees to meet deadlines and expectations.
Cons:
✘ Creates fear and resentment among employees.
✘ Can lead to low morale and high turnover.
✘ Not effective long-term-employees may comply out of fear, not respect.
4. Expert Power
Definition:
Expert power comes from specialized knowledge, skills, or expertise that make an individual valuable in the workplace.
Who Holds This Power?
Subject Matter Experts (SMEs), Senior Engineers, IT Specialists, Procurement Analysts Example: A Procurement Data Analyst has expert power by using big data analytics to improve supply chain efficiency.
Pros:
✔ Encourages trust and credibility among employees.
✔ Expertise is highly valuable-companies rely on knowledgeable individuals.
✔ Individuals with expert power often gain influence without formal authority.
Cons:
✘ Power is limited to specific expertise-not useful outside their domain.
✘ If not shared, expertise can lead to knowledge hoarding (lack of collaboration).
✘ Overconfidence in expertise can make individuals resistant to learning new approaches.
5. Referent Power
Definition:
Referent power is based on charisma, respect, and personal influence rather than authority or knowledge.
Who Holds This Power?
Charismatic Leaders, Mentors, Senior Employees with Strong Relationships Example: A Senior Procurement Executive with strong leadership qualities inspires the team to embrace change.
Pros:
✔ Creates loyalty and trust among employees.
✔ Can be used to influence without authority.
✔ Helps in mentoring and developing future leaders.
Cons:
✘ Can be subjective-depends on personality and relationships.
✘ Overuse can lead to favoritism and bias in decision-making.
✘ Can be ineffective if employees do not personally respect the leader.
Conclusion
In any workplace, different individuals hold different types of power based on their role, expertise, and relationships. While legitimate, reward, coercive, expert, and referent power all contribute to leadership and decision-making, each has its own advantages and drawbacks. Effective leaders and procurement professionals must balance these power sources strategically, ensuring that authority is respected, motivation is sustained, discipline is enforced fairly, expertise is valued, and personal influence is used ethically.

NEW QUESTION # 24
......

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L6M1 Exam Revision Plan & Valid L6M1 Exam Sims

2025 Marvelous L6M1: Strategic Ethical Leadership Exam Revision Plan

CIPS Strategic Ethical Leadership Sample Questions (Q19-Q24):

2025 Realistic CIPS L6M1 Exam Revision Plan Pass Guaranteed Quiz

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