CIPS L5M1 Exam Syllabus
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Before starting your L5M1 exam preparation, it is recommended to review the complete CIPS Managing Teams and Individuals exam syllabus and carefully go through the exam objectives listed below. Once you understand the exam structure and objectives, you should practice using our free L5M1 questions. We also provide premium L5M1 practice test, fully updated according to the latest exam objectives, to help you accurately assess your preparedness for the actual exam.
CIPS L5M1 Exam Objectives
| Section | Objectives |
|---|---|
| Understand, analyse, and apply management and organisational approaches | 1.1 Analyse aspects of organisational behaviour 1.1.1 Behaviour of individuals 1.1.2 Organisational structure and the impact on team behaviour 1.1.3 Impact of organisational structures on the process of management 1.1.4 Organisational metaphors 1.1.5 Impact of the psychological contract in managing individuals 1.1.6 STEEPLED factors influencing organisational behaviour 1.2 Analyse the traditional approaches of management and organisational behaviour 1.2.1 Administrative approach 1.2.2 Scientific management approach 1.2.3 Bureaucratic approach 1.3 Analyse contemporary approaches to management and organisational behaviour 1.3.1 Organisations as a ‘socio-technical’ system 1.3.2 The systems approach to organisational behaviour 1.3.3 The contingency approach 1.3.4 Postmodernism in organisations 1.3.5 Human relations approach 1.3.6 Management and distributed leadership 1.4 Evaluate influences that shape organisational behaviour 1.4.1 The role of individuals 1.4.2 The role of teams and groups 1.4.3 The role of the organisation 1.4.4 The cultural environment and methodologies for assessing cultural types |
| Understand and apply approaches to managing individuals | 2.1 Analyse how the different behavioural characteristics of individuals can impact on their management style and approach 2.1.1 The differences among individuals 2.1.2 The value and importance of diversity in organisations 2.1.3 Approaches to the measurement of individuals' characteristics for the purposes of development 2.1.4 Emotional intelligence - insight into how people think and behave 2.2 Examine the importance of knowledge and learning in management 2.2.1 Knowledge: how knowledge is created and codified 2.2.2 Organisational requirements and resources for effective learning 2.2.3 The dispositions of individuals for effective learning: curiosity, motivation, resilience, selfawareness 2.2.4 Learning as a formal and spontaneous process 2.2.5 Behavioural and cognitive theories of learning 2.2.6 Importance and benefits of learning 2.3 Analyse motivation theories and approaches 2.3.1 Definition of motivation 2.3.2 Extrinsic and intrinsic motivation 2.3.3 Frustration-induced and constructive behaviours 2.3.4 Content theories of motivation 2.3.5 Process theories of motivation 2.4 Analyse and apply the major dimensions that influence job satisfaction 2.4.1 The dimensions of job satisfaction 2.4.2 Alienation at work 2.4.3 Approaches to job design, enlargement, and enrichment 2.4.4 Flexible working arrangements 2.4.5 Collaboration and teamwork |
| Understand and apply approaches to planning and managing work groups or teams | 3.1 Examine the impact of work groups or teams on effective and efficient performance 3.1.1 Group vision, values, norms, and alignment 3.1.2 Groups, teams, and teamwork 3.1.3 Formal and informal groups 3.2 Analyse theory and practice of developing effective work groups 3.2.1 Considerations and characteristics of effective groups and teams: the size of the group,The capability of the members, the nature of the task, physical setting, communications, and the use of technology 3.2.2 Theories relating to the stages of group/team development 3.2.3 Individual strengths and team roles 3.2.4 Self-managed work groups/teams 3.2.5 Considerations for virtual teams and remote working 3.2.6 The benefits of diverse teams 3.2.7 Managing conflict 3.3 Assess the importance of team development and change 3.3.1 Definition and importance of team development 3.3.2 Embedding learning into team development 3.3.3 Role congruence and incongruence 3.3.4 The case for disbanding or merging teams and methods to manage the change |
| Assess the application of management concepts and principles in a procurement and supply function | 4.1 Assess the alignment of procurement and supply knowledge, skills, and behaviours to the organisational strategy. 4.1.1 The scope of the procurement and supply operation 4.1.2 Methods for identifying the relevant knowledge, skills, and behaviours required 4.1.3 The business case for developing teams 4.2 Evaluate the role of the procurement and supply team and how it builds trust with stakeholders 4.2.1 The impact of different roles in stakeholder relationships 4.2.2 Stakeholder management as a team approach 4.2.3 Building and maintaining trust with stakeholders 4.2.4 Collaboration for mutually beneficial stakeholder relationships 4.3 Examine the importance of learning within effective procurement and supply functions 4.3.1 The need for lifelong learning in procurement and supply 4.3.2 Sharing knowledge of procurement and supply practice with stakeholders 4.3.3 Embedding a learning culture within a procurement and supply function 4.3.4 Responsibility for professional development 4.4 Assess the development of personal behaviours to support effective procurement and supply activities 4.4.1 The importance of being unbiased in procurement and supply activities 4.4.2 Effective listening and communication 4.4.3 Use of curiosity and creative thinking to solve problems 4.4.4 Reflective activities |
| Official Information | https://www.cips.org/qualifications/advanced-diploma-in-procurement-supply/managing-teams-and-individuals |
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