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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 ethical practices and standards: This section measures the skills of Regulatory Compliance Managers and assesses regulations that impact the ethical employment of people.

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 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.

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CIPS Strategic Ethical Leadership Sample Questions (Q18-Q23):

NEW QUESTION # 18
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:

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 - discrimination undermines principles of fairness, equality and justice Section 1: Employees should: use internal reportinc mechanisms, seek legal advice, talk to union, use ADR, keep records Section 2: Council's risks: legal, reputational, productivity, loss of talented staff, regulatory scrutiny Conclusion: Council needs to promptly address these issues Example Essay Discrimination in the workplace is a grave issue that undermines the principles of fairness, equality, and justice. In this essay, we will discuss how employees at Fakeborough City Council can deal with discrimination at work and the risks currently faced by the council as a result of these discriminatory practices.
Dealing with Discrimination at Work:
Internal Reporting Mechanisms: Employees should utilize internal reporting mechanisms established by Fakeborough City Council to address discrimination issues. These mechanisms typically include channels for lodging complaints, such as HR departments or designated ombudsman officers. There may also be a whistleblowing channel which would inform senior leaders of issues such as the pay gap between male and female workers. By reporting incidents, employees can initiate formal investigations into these types of discriminatory practices.
Seek Legal Advice: If internal mechanisms do not yield satisfactory results or if employees fear retaliation, seeking legal advice from employment law specialists is a viable option. Legal professionals can provide guidance on pursuing legal remedies, such as filing discrimination claims with employment tribunals or courts. One way to do this may be for the employees at Fakeborough Council to speak to their trade unions or workers' councils, which could help individuals collectively address discrimination concerns. These representatives can negotiate with the council on behalf of affected employees and advocate for fair and equal treatment.
Document Incidents: Employees should keep detailed records of discriminatory incidents, including dates, times, locations, witnesses, and any relevant communication or documentation. These records can serve as valuable evidence in any legal proceedings or internal investigations.
Seek Mediation or Conciliation: Mediation or conciliation services can be explored as alternative dispute resolution methods. These processes aim to facilitate constructive dialogue between employees and the council to resolve discrimination issues amicably.
Risks Faced by Fakeborough City Council:
Legal Consequences: Fakeborough City Council is at risk of facing legal consequences if discrimination allegations are substantiated. If they are found to have paid male workers more than female workers, this would be in violation of the Equalities Act 2010. Consequences of a breach of this legislation may involve fines and compensation payments to affected employees.
Reputational Damage: Discrimination revelations can lead to significant reputational damage for the council. Negative media coverage and public backlash can erode public trust and support, making it challenging to attract and retain talent or secure funding for essential projects. As this is a public sector organisation, Fakeborough do not need to worry about loss to profits, as a private company would in a similar situation, however, damage to reputation could have other financial impacts such as losing out on opportunities. For example losing the opportunity to host events such as sporting events in the city because the event organisers don't want to be associated with the Council, or losing funding from central government.
Employee Morale and Productivity: Discrimination negatively impacts employee morale and productivity. Employees may disengage from their work, leading to decreased productivity, absenteeism, and high turnover rates, which can further strain the council's resources. This is particularly true when opportunities to advance are not equal. For example if Fakeborough council are only promoting white employees, then employees of other ethnicities will be disincentivised from working hard as they know that their work will not be compensated or rewarded.
Regulatory Scrutiny: Regulatory bodies, including the Equality and Human Rights Commission (EHRC) in the UK, may investigate Fakeborough City Council's employment practices if discrimination allegations arise. This can result in further legal obligations and potential penalties.
Loss of Talent: Discriminatory practices can drive away talented employees who seek workplaces with fair and inclusive cultures. This can result in a loss of valuable human capital, hindering the council's ability to deliver services effectively.
In conclusion, addressing discriminatory labour practices at Fakeborough City Council requires employees to use internal reporting mechanisms, seek legal advice, engage with employee representatives, document incidents, and explore mediation or conciliation. The council faces significant risks, including legal consequences, reputational damage, diminished employee morale and productivity, regulatory scrutiny, and the loss of talent. It is in the council's best interest to promptly address and rectify discriminatory practices to foster a fair, inclusive, and productive work environment while mitigating these risks.

NEW QUESTION # 19
SIMULATION
Explain the following types of dismissal: fair dismissal, unfair dismissal, summary dismissal, constructive dismissal and redundancy (15 points) How should an employee respond if they believe they believe that they have been let go by their employer unfairly? (10 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 - complex area of law
Section 1 - each type of dismissal, explain and example
Section 2- what they should do; use internal channels first, seek advice (union / Citizens Advice), mediation, litigation via Employment Tribunal.
Example Essay
Employment termination is a complex area of employment law, and different types of dismissal carry distinct legal implications. In the United Kingdom, where employment law is well-established, employees are entitled to certain rights and protections when facing dismissal. This essay explores various types of dismissal, including fair dismissal, unfair dismissal, summary dismissal, constructive dismissal, and redundancy. It also discusses how employees should respond if they believe they have been unfairly dismissed.
Types of Dismissal:
Fair Dismissal: Fair dismissal occurs when an employer terminates an employee's contract with valid reasons that are recognized by law. Common grounds for fair dismissal include misconduct, lack of capability and statutory reasons. For example, an employee consistently failing to perform their job despite adequate training and support may be fairly dismissed for capability.
Unfair Dismissal: Unfair dismissal, on the other hand, happens when an employee is terminated without valid reasons or if the employer fails to follow the correct dismissal procedures. Employees with at least two years of continuous service have protection against unfair dismissal. For example if XYZ Ltd fire Employee X who has worked at the company for 5 years because there is a personality clash between them and the management, Employee X could claim unfair dismissal (personality clash is not a valid reason for dismissal).
Summary Dismissal: Summary dismissal, often referred to as instant or gross misconduct dismissal, occurs when an employer terminates an employee's contract without notice due to severe misconduct. It typically involves serious breaches of workplace rules or the law. For example if an employee is caught stealing, they may be fired on the spot without notice.
Constructive Dismissal: Constructive dismissal occurs when an employee resigns from their position due to an employer's fundamental breach of the employment contract, creating an unbearable working environment. An example of this is if the employer fails to provide the worker with the correct PPE to complete the work (for example in the Construction industry). Because the employee is unable to complete the work safely, they resign. In this instance, the 'blame' is put firmly on the fault of the employer for 'making' the employee resign.
Redundancy: Redundancy takes place when an employer dismisses an employee because the job role they held no longer exists, or the employer's business needs to reduce its workforce. Redundancy dismissals must adhere to specific procedures and fair selection criteri a. In the UK this is referred to as TUPE.
If an employee believes that they are being fired unfairly they can claim unfair dismissal. Firstly, they should initially consider raising their concerns internally through the company's grievance procedure. This allows for a formal process where grievances can be investigated and addressed. This is particularly useful in large organisations where workers may be fired by middle-managers who are not properly trained or aware of the legislation regarding this area. By raising a concern through a grievance policy, it allows the right people in the company such as HR or the senior leadership team, to fully assess the situation.
Secondly, the employee should seek advice from an organisation such as Citizen's Advice or their workers' union. They will be able to advise if the situation does amount to unfair dismissal. Getting a third party involved can help to bring in a new perspective and keep discussions positive and moving forward.
If it is believed that the unfair dismissal has merit, employees can contact ACAS (Advisory, Conciliation, and Arbitration Service) for early conciliation. ACAS may facilitate settlement discussions between the employee and employer to avoid legal proceedings. If internal processes and ACAS conciliation do not resolve the matter, employees can file a claim with the Employment Tribunal within specified time limits, asserting unfair dismissal. The time limit to claim is currently 3 months minus a day from the date you were dismissed. Employees may seek legal advice and representation during Employment Tribunal proceedings to ensure their rights are protected and they receive appropriate compensation if the claim is successful.
In conclusion, various types of dismissal exist, each with distinct legal implications. Employees should be aware of their rights and protections under UK employment law, particularly concerning unfair dismissal. It is important to remember that 'employment rights' in the UK are only granted after 2 years of service, and this is often a big factor when looking at this area of law. It is important for all employees in the UK to understand these types of dismissal as having appropriate responses empowers employees to seek redress when faced with unjust termination.

NEW QUESTION # 20
SIMULATION
Explain how Modern Slavery is a risk to a supply chain and possible ways a Supply Chain Manager can mitigate this risk (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 - modern slavery is an issue due to complex international supply chains P1 - risk - subcontracting or outsourcing P2 - risk - lack of visibility P3 - risk - other countries not having strong laws against it P4 - mitigate - supplier due diligence P5 - mitigate - traceability e.g. blockchain P6 - mitigate - training P7 - mitigate - collaboration and reporting P8 - example - DJ Houghton Conclusion - modern slavery is risk legally and ethically and also to business reputation Example Essay Modern slavery, a grave violation of human rights, poses a significant risk to supply chains across the globe. As organizations increasingly rely on complex and globalized supply networks, the risk of unwittingly engaging with suppliers that exploit forced labour and human trafficking becomes ever more concerning. This essay explores the risks associated with modern slavery in the supply chain and suggests possible mitigation strategies for supply chain managers. To illustrate the real-world implications of these risks, I will reference the legal case of Antuzis & Ors v DJ Houghton Ltd.
Modern slavery, which includes practices like forced labour and human trafficking, can infiltrate supply chains in various ways. One significant entry point is through subcontracting and outsourcing. As supply chains become increasingly complex, organizations often rely on subcontractors and suppliers further down the chain. Unfortunately, these lower-tier suppliers may engage in exploitative labour practices to cut costs, which can go unnoticed by the primary organization.
Moreover, the lack of transparency within supply chains poses a considerable risk. Limited visibility into sub-tier suppliers and subcontractors makes it challenging to assess their labour practices. This lack of transparency creates opportunities for modern slavery to thrive undetected, posing a significant risk to organizations and their stakeholders.
Additionally, globalization plays a role in the risk equation. Sourcing materials and products internationally increases the risk of encountering suppliers operating in regions with weaker labour protections and lax enforcement of anti-slavery laws. This is particularly true in countries with less stringent child working laws such as in South East Asia.
Supply chain managers play a crucial role in identifying and mitigating the risk of modern slavery in the supply chain. Several strategies can be employed to address this risk effectively:
Firstly, comprehensive supplier due diligence is paramount. This involves conducting thorough assessments of suppliers, including lower-tier suppliers, to evaluate their labour practices, compliance with anti-slavery laws, and adherence to ethical standards. It also entails implementing regular audits and inspections of suppliers to ensure compliance with labour laws and ethical standards. An organisation can employ a third party to conduct these audits, to ensure that the results are authentic.
Secondly, establishing transparency and traceability within the supply chain is essential. This can be achieved by meticulously mapping the supply chain, identifying potential risks, and ensuring visibility into lower-tier suppliers. Modern technology, such as blockchain and supply chain management software, can be instrumental in tracking and tracing the origins of products and materials.
Thirdly, organizations should develop and communicate a robust supplier code of conduct that explicitly prohibits modern slavery and outlines the consequences for non-compliance. Encouraging suppliers to adopt similar codes of conduct within their own operations can help create a network of ethical supply chain partners.
Moreover, regular risk assessments and impact analyses are critical. These assessments should consider geographical, industry-specific, and supplier-specific factors and help organizations understand the potential consequences of modern slavery-related risks on their reputation and bottom line.
Training and education are also essential components of mitigation strategies. Employees and suppliers should be educated on identifying and reporting instances of modern slavery, and awareness should be raised about the legal and ethical obligations surrounding this issue.
Lastly, collaboration and reporting are crucial. Organizations should collaborate with industry associations, NGOs, and government bodies to share best practices and improve industry-wide efforts against modern slavery. Transparent reporting on efforts to mitigate modern slavery risks demonstrates a commitment to addressing the issue and fosters trust with stakeholders.
The case of Antuzis & Ors v DJ Houghton Ltd serves as a stark reminder of the potential legal consequences of failing to address modern slavery in the supply chain. In this case, the court found that the company, DJ Houghton Ltd, had subjected workers to deplorable working conditions, effectively amounting to modern slavery. What sets this case apart is that the court held the directors personally liable for breaches of their duty of care to the workers. This case underscores the legal liabilities and reputational damage that organizations and their leadership can face if they neglect their responsibilities in the supply chain.
In Conclusion, modern slavery poses a significant risk to supply chains, jeopardizing ethical values, legal compliance, and corporate reputations. Supply chain managers have a crucial role in identifying and mitigating this risk by implementing due diligence, transparency measures, and ethical standards. By taking proactive steps to combat modern slavery, supply chain managers can protect their organizations and uphold their moral and legal obligations in an increasingly interconnected global economy. The case of Antuzis & Ors v DJ Houghton Ltd serves as a compelling reminder of the real-world consequences of failing to address this critical issue Tutor Notes
- The case study mentioned above is an excellent one to use in an essay about Modern Slavery. DJ Houghton Ltd was charged £1m in 2016 for trafficking migrant workers from Lithuania to various egg farms in the UK. They were subjected to inhumane conditions, income below minimum wage, they failed to provide adequate facilities to eat, wash and rest, and threatened workers with fighting dogs. The company's Gangmaster Licence was also revoked. Antuzis & Ors v DJ Houghton Ltd | Addleshaw Goddard LLP
- Your answer may also make reference to ethical standards and accreditations such as Fair Trade, using the CIPS Code of Conduct, Modern Slavery Act, having a strong CSR policy, appointing an ethical Ombudsman, ILO Conventions and the 2018 Decent Work Agenda, SA8000. Mentioning these extra bits would likely get you a distinction.

NEW QUESTION # 21
SIMULATION
Pat is the newly appointed CPO (Chief Procurement Officer) of Circle Ltd, a fictional manufacturing company. He is in charge of a team of 12 procurement assistants. He is looking to introduce a new E-Procurement system and is unsure what leadership style would be most appropriate to use: assertive, consulting, collaborating or inspiring. Discuss how Pat could use each of these influencing styles with his team, evaluating their effectiveness for this situation.

Answer:

Explanation:
See the Answer is the explanation
Explanation:
Strategic Ethical Leadership in E-Procurement Implementation: Evaluating Influencing Styles In modern procurement management, leadership style significantly impacts the success of strategic initiatives such as the introduction of an E-Procurement system. Pat, as the newly appointed Chief Procurement Officer (CPO) of Circle Ltd, must carefully select an influencing style to ensure smooth adoption of the system by his 12 procurement assistants. Different influencing styles-assertive, consulting, collaborating, and inspiring-offer distinct advantages and challenges in this scenario. This essay discusses how each of these leadership styles can be applied in Pat's situation and evaluates their effectiveness.
1. Assertive Leadership Style
Assertive leadership involves directing employees with confidence and clarity, ensuring compliance through authority. If Pat adopts an assertive approach, he would:
Clearly communicate the decision to implement the E-Procurement system.
Set firm expectations for team members regarding system adoption.
Enforce a strict timeline for training and compliance.
Effectiveness in This Situation
Advantages: Provides clarity, speeds up decision-making, and ensures quick implementation.
Challenges: Could lead to resistance from employees who feel excluded from the decision-making process.
Best Used When: There is an urgent deadline or when employees lack knowledge of alternatives.
Given that procurement assistants may have concerns or fears about technological change, a purely assertive approach may create resistance rather than engagement.
2. Consulting Leadership Style
A consulting leadership style involves seeking input from team members before making a final decision. If Pat takes a consultative approach, he would:
Engage procurement assistants in discussions on how the new system will impact their work.
Conduct surveys or meetings to gather feedback.
Allow employees to voice concerns and propose suggestions.
Effectiveness in This Situation
Advantages: Encourages buy-in from employees, reduces resistance, and improves decision-making.
Challenges: Can be time-consuming if employees have diverging opinions or lack expertise in E-Procurement.
Best Used When: Employees have valuable experience or insights, and the leader seeks team engagement.
Since the system is new to the organization, consultation can help address fears and improve morale, but it should be structured efficiently to avoid unnecessary delays.
3. Collaborating Leadership Style
A collaborative leadership style fosters teamwork and shared decision-making, ensuring that all stakeholders work together toward a common goal. If Pat adopts a collaborative approach, he would:
Form a cross-functional project team to oversee the E-Procurement implementation.
Encourage knowledge sharing and problem-solving among team members.
Ensure that procurement assistants have a role in decision-making, such as selecting the software features they find most useful.
Effectiveness in This Situation
Advantages: Enhances teamwork, improves acceptance of change, and utilizes the collective expertise of the team.
Challenges: Can lead to slow decision-making and conflicts if there are disagreements on implementation details.
Best Used When: The project requires innovation and teamwork, and when employees have technical expertise or experience with procurement systems.
Since successful adoption of an E-Procurement system depends on user engagement, collaboration would be highly effective, but it needs structured guidance from leadership.
4. Inspiring Leadership Style
An inspiring leadership style focuses on motivating employees by sharing a vision and fostering enthusiasm. If Pat uses an inspirational approach, he would:
Explain the strategic benefits of E-Procurement for Circle Ltd, such as cost savings, efficiency, and competitive advantage.
Use storytelling and case studies to illustrate successful transformations in similar companies.
Recognize and reward employees who embrace the new system.
Effectiveness in This Situation
Advantages: Boosts morale and motivation, increases commitment, and reduces change resistance.
Challenges: Employees may still need practical guidance and structured training alongside motivation.
Best Used When: Change is significant and requires a mindset shift, especially in environments where innovation is encouraged.
Since the introduction of E-Procurement is a transformative change, an inspiring leadership approach would be effective in motivating employees, but it should be paired with practical implementation strategies.
Conclusion: Choosing the Best Approach
Pat must consider both the technical challenges of E-Procurement implementation and the human factors involved in change management. A blended approach combining multiple leadership styles would be the most effective strategy:
Start with an inspiring approach to generate enthusiasm and ensure employees understand the long-term benefits of E-Procurement.
Use consultation and collaboration to gather feedback and ensure employees feel involved in the change process.
Apply an assertive approach strategically, ensuring that deadlines and key expectations are met.
By combining these leadership styles, Pat can successfully implement the E-Procurement system while ensuring his team is engaged, motivated, and aligned with the company's strategic goals.

NEW QUESTION # 22
SIMULATION
Sarah is the manager of a small cake shop. She employs 8 staff members and has several local suppliers. Her approach to leadership is the Contingency approach. Explain what is meant by this approach (5 points) and discuss how Sarah could use this approach to ensure her business is successful. (25 points)

Answer:

Explanation:
See the Answer is the explanation
Explanation:
Introduction
Effective leadership plays a crucial role in the success of a business, especially in small enterprises where employee motivation, supplier management, and operational efficiency directly impact profitability. Leadership styles should be adaptable to different situations, team dynamics, and external challenges.
Sarah, the manager of a small cake shop, adopts the Contingency Approach to Leadership, which means she adjusts her leadership style based on the specific circumstances her business faces. This essay will first explain what the Contingency Approach is and then discuss how Sarah can apply it to ensure her cake shop thrives.
1. What is the Contingency Approach to Leadership? (5 Points)
Definition
The Contingency Approach to Leadership suggests that there is no single best way to lead-instead, the best leadership style depends on the situation. A leader must evaluate environmental factors, team capabilities, business challenges, and supplier relationships to determine the most effective leadership style.
Key Principles of the Contingency Approach
Situational Adaptability - Leaders must adjust their behavior based on the context, team skills, and challenges.
Flexibility in Decision-Making - Some situations require authoritative leadership, while others benefit from a collaborative approach.
Focus on Environmental Factors - External factors such as market trends, customer demand, and supplier reliability influence leadership decisions.
Influence of Team Maturity - The leadership approach changes depending on whether employees are highly skilled and independent or require supervision and guidance.
Example of the Contingency Approach
If Sarah's cake shop faces a sudden staff shortage, she may need to adopt a directive leadership style, giving clear instructions to manage the crisis.
If she is introducing a new product line, she might collaborate with her team, encouraging creativity and innovation.
2. How Sarah Can Use the Contingency Approach to Ensure Business Success (20 Points) Sarah's cake shop operates in a highly customer-focused industry where quality, efficiency, and customer service are essential. Applying the Contingency Approach effectively can help her improve operations, manage staff effectively, and strengthen supplier relationships.
(A) Adjusting Leadership Style for Employee Management
Sarah employs 8 staff members with varying skill levels, meaning she must tailor her leadership style to each employee's capabilities.

By adapting her approach to different staff members, Sarah ensures high productivity, job satisfaction, and skill development within her team.
(B) Supplier Relationship Management
Sarah's cake shop depends on local suppliers for ingredients such as flour, sugar, and dairy. A contingency approach helps her manage these relationships effectively:
Handling Reliable Suppliers (Low-Risk Situations)
Uses a collaborative leadership style, fostering strong long-term relationships.
Works closely with suppliers to negotiate bulk discounts and ensure high-quality ingredients.
Dealing with Supplier Disruptions (High-Risk Situations)
Uses directive leadership to make quick alternative sourcing decisions.
If a supplier fails to deliver ingredients on time, Sarah must quickly find replacements to keep operations running smoothly.
By adapting her approach based on supplier reliability, Sarah ensures consistent ingredient supply, cost efficiency, and business continuity.
(C) Responding to Business Challenges and Market Changes
The food industry is highly competitive, and Sarah must adjust her leadership approach to respond effectively to external challenges such as:
Seasonal Demand Fluctuations (Christmas, Weddings, Special Events)
Uses a participative approach, involving her team in planning for high-demand periods.
Encourages staff to suggest new cake designs, flavors, and promotional offers.
Handling Customer Complaints and Service Issues
Uses a customer-focused leadership approach, ensuring that employees prioritize customer satisfaction and feedback resolution.
Trains employees in effective communication and problem-solving.
Implementing New Technologies (e.g., Online Ordering System)
Uses a coaching approach, training staff step-by-step on the new system while gathering their feedback.
By staying flexible and responsive, Sarah ensures that her cake shop remains competitive, innovative, and customer-focused.
(D) Managing Workload and Crisis Situations
In any small business, unexpected crises can arise, such as staff shortages, equipment breakdowns, or raw material shortages. Sarah can use different leadership styles based on urgency:
Crisis Situations (e.g., Oven Malfunction, Sudden Staff Absences)
Uses a directive approach, giving clear instructions to ensure quick problem resolution.
Example: If a baker calls in sick on a busy day, Sarah reallocates tasks immediately to keep up with orders.
Daily Operations (Stable Work Conditions)
Uses a participative approach, allowing employees to contribute ideas for improving workflows and efficiency.
By using contingency-based leadership, Sarah ensures her cake shop runs smoothly under different circumstances.
(E) Encouraging Teamwork and Employee Motivation
A successful cake shop requires a motivated, engaged team. Sarah can use different leadership techniques to build a strong team culture:
Team Meetings and Brainstorming
Uses a democratic approach, encouraging employees to share creative cake designs and customer engagement strategies.
Recognizing Employee Achievements
Uses a supportive approach, rewarding employees for exceptional performance and customer service.
By adapting to different employee needs, Sarah builds a motivated, skilled, and loyal team, reducing turnover and improving overall performance.
Conclusion
The Contingency Approach to Leadership is an effective strategy for Sarah as it allows her to adapt to various challenges in her cake shop, ensuring smooth operations, strong supplier management, and motivated employees.
By modifying her leadership style based on the situation, employee skill levels, supplier performance, and business challenges, Sarah can:
✅ Develop a high-performing team by offering the right mix of guidance and independence.
✅ Manage supplier relationships effectively by adjusting her leadership approach based on reliability and market conditions.
✅ Handle operational challenges efficiently, ensuring business continuity and customer satisfaction.
Ultimately, flexibility and adaptability are key to her success, making the Contingency Approach an ideal leadership style for small business management.

NEW QUESTION # 23
......

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