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Prep4SureReview's study material is available in three different formats. The reason we have introduced three formats of the Leadership and Transformation in Supply Management (LEAD) practice material is to meet the learning needs of every student. Some candidates prefer LEAD practice exams and some want Real LEAD Questions due to a shortage of time. At Prep4SureReview, we meet the needs of both types of aspirants. We have ISM LEAD PDF format, a web-based practice exam, and Leadership and Transformation in Supply Management (LEAD) desktop practice test software.

ISM LEAD Exam Syllabus Topics:

Topic	Details
Topic 1	Systems Capability and Technology: This domain covers developing talent and expanding skill sets among the supply management group members.
Topic 2	Risk and Compliance: This domain covers identifying, assessing, and mitigating potential threats while ensuring adherence to regulations in supply management.
Topic 3	Stakeholder Engagement: The section covers cooperating and communicating effectively with internal and external stakeholders impacted by supply chain choices.
Topic 4	Strategy Development: This section covers creating and carrying out long-term supply management plans to meet organisational objectives.
Topic 5	Corporate Social Responsibility and Ethics: This domain covers incorporating ethical and sustainable practices into decision-making and supply chain processes.

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ISM Leadership and Transformation in Supply Management Sample Questions (Q33-Q38):

NEW QUESTION # 33
A supply manager for XYZ Inc. unknowingly sources a defective component, triggering a mass recall of the end product. One of XYZ's competitors has a representative appear on a television program, and the representative states that XYZ knowingly used the defective component, thus endangering the end customer. Based on this information, on what grounds can XYZ seek legal action against this competitor?

A. Estoppel
B. Libel
C. Disparagement
D. Slander

Answer: B

Explanation:
Understanding Defamation Terms:
Libel: Written or published false statements that damage a person's reputation.
Disparagement: False and injurious statements specifically about a business's goods or services.
Estoppel: A legal principle preventing someone from arguing something contrary to a claim made or implied by their previous actions or statements.
Slander: Spoken false statements that damage a person's reputation.
Case Details:
XYZ's competitor made a statement on a television program, implying written or published format.
The statement falsely claimed that XYZ knowingly used a defective component, harming their reputation.
Conclusion: Since the statement was made in a public and broadcast format, it falls under libel, which covers defamatory statements made in a written or published manner.
Reference:
Legal definitions and distinctions from Cornell Law School's Legal Information Institute Case law examples related to defamation, specifically libel

NEW QUESTION # 34
A buyer for TUV, Inc. transfers to headquarters from one of the company's subsidiaries. The buyer creates performance concerns for the department by ignoring policies regarding attendance, failing to document transactions properly and lacking focus. The department manager learns that the buyer did not receive training following the transfer because TUV's policies and procedures at headquarters differ only slightly from those within the divisions. Given this situation, which of the following is the BEST course of action for the department manager to take?

A. Revise performance evaluation criteria for transferred employees
B. Provide the buyer with additional training
C. Request that human resources (HR) conduct a gap analysis
D. Admonish the employee for not meeting expectations

Answer: B

Explanation:
* Identifying the Root Cause: The buyer's performance issues stem from a lack of understanding of the policies and procedures at headquarters, indicating a need for additional training.
* Training and Development: Providing the buyer with comprehensive training will address the gaps in knowledge and align the buyer's practices with the company's expectations and standards.
* Performance Improvement: Proper training ensures that the buyer understands the importance of attendance, accurate documentation, and focus, leading to improved performance and adherence to company policies.
* Long-term Benefits: Investing in training supports employee development, increases job satisfaction, and reduces the likelihood of similar issues in the future.
* Reference: Best practices in human resource management and organizational behavior emphasize the importance of training and development in managing performance issues. Sources include "Human Resource Management" by Gary Dessler and guidelines from the Society for Human Resource Management (SHRM).

NEW QUESTION # 35
Jones is a highly motivated leader who exceeds all standards for excellence. However, Jones has also been criticized for micro-managing employees, taking over tasks, giving employees little feedback or direction, and cutting comers during busy periods in order to meet production goals. Jones is MOST likely which of the following types of leaders?

A. Achievement-oriented
B. Personalized power-oriented
C. Affiliation-oriented
D. Socialized power-oriented

Answer: A

Explanation:
Jones exhibits characteristics of an achievement-oriented leader, focusing on high standards and task completion but also showing tendencies that can hinder team performance.
High Standards and Excellence: Jones's motivation and drive to exceed standards align with achievement-oriented leadership, which emphasizes setting and achieving high-performance goals.
Micro-Management: While aiming for excellence, Jones's tendency to micro-manage and take over tasks suggests an overemphasis on control and task completion, often seen in achievement-oriented leaders.
Lack of Feedback: This behavior can result from focusing too much on outcomes rather than the process, a common trait among achievement-oriented leaders who might prioritize goals over employee development.
Cutting Corners: The willingness to cut corners to meet production goals indicates a focus on results, often at the expense of thoroughness and quality, another characteristic of an overly achievement-focused leadership style.
Reference:
House, R.J., & Mitchell, T.R. (1974). Path-Goal Theory of Leadership. Journal of Contemporary Business.
McClelland, D.C. (1961). The Achieving Society. Princeton, NJ: Van Nostrand.

NEW QUESTION # 36
Which of the following is the BEST example of a corporate social responsibility audit procedure?

A. Checking chemical safety data sheets regularly
B. Creating an intranet forum to discuss organizational objectives
C. Enhancing talent management skills
D. Conducting diversity awareness training

Answer: A

Explanation:
* Corporate Social Responsibility (CSR) Audits: CSR audits assess a company's adherence to ethical standards and regulatory requirements in areas such as environmental protection, workplace safety, and social responsibility.
* Chemical Safety Data Sheets: Regularly checking chemical safety data sheets ensures that the company is compliant with safety regulations and that employees are aware of the hazards and proper handling procedures of chemicals used in operations.
* Relevance to CSR: Ensuring chemical safety is a critical aspect of corporate responsibility, as it directly impacts employee health and safety and environmental protection.
* Reference: This practice is supported by guidelines from organizations such as the Occupational Safety and Health Administration (OSHA) and environmental protection agencies, which emphasize the importance of regular safety audits and compliance checks.

NEW QUESTION # 37
DEF, Inc. is a large global manufacturer. Two of DEF's supply managers, who are located in offices in different countries, are assigned to lead a new product development team. The team is to be comprised of two stakeholders from each of the supply managers' locations. The supply managers, as well as their respective departments, have had some friction between them in the past, and there is concern they will not be able to work together effectively on this project. Of the following, the BEST approach for assigning stakeholders to the team would be for the supply managers to

A. ask senior management to intervene in making the stakeholder assignments
B. select stakeholders from their own locations
C. create a list of stakeholders from each location and make the selections together
D. select stakeholders from each other's locations

Answer: C

Explanation:
* Conflict Resolution: Given the history of friction between the supply managers and their departments, a collaborative approach is necessary to prevent further conflict and ensure effective teamwork.
* Joint Decision Making: By creating a list of stakeholders from each location and making the selections together, the supply managers can ensure that the team is balanced and that all perspectives are considered. This collaborative approach fosters a sense of shared ownership and mutual respect.
* Stakeholder Involvement: Involving both managers in the selection process ensures that the chosen stakeholders are acceptable to both parties, reducing the likelihood of bias and increasing the commitment of all team members.
* Building Trust: Working together to select stakeholders can help build trust and improve the working relationship between the supply managers, setting a positive tone for the project.
* Reference: This approach aligns with best practices in team building and conflict resolution as discussed in leadership and management literature, including works like "The Five Dysfunctions of a Team" by Patrick Lencioni and guidelines from the Project Management Institute (PMI).

NEW QUESTION # 38
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100% LEAD ACCURACY, VALID LEAD TEST COST

100% LEAD Accuracy, Valid LEAD Test Cost