L6M1日本語認定対策 & L6M1合格問題

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>> L6M1日本語認定対策 <<

L6M1合格問題、L6M1学習教材

あなたは自分の職場の生涯にユニークな挑戦に直面していると思いましたら、CIPSのL6M1の認定試験に合格することが必要になります。TopexamはCIPSのL6M1の認定試験を真実に、全面的に研究したサイトです。Topexam のユニークなCIPSのL6M1の認定試験の問題と解答を利用したら、試験に合格することがたやすくなります。Topexamは認証試験の専門的なリーダーで、最全面的な認証基準のトレーニング方法を追求して、１００パーセントの成功率を保証します。TopexamのCIPSのL6M1の試験問題と解答は当面の市場で最も徹底的かつ正確かつ最新な模擬テストです。それを利用したら、初めに試験を受けても、合格する自信を持つようになります。

CIPS L6M1 認定試験の出題範囲：

トピック	出題範囲
トピック 1	Understand and apply leadership skills and behaviors: This section measures the skills of Procurement Managers and focuses on critically evaluating the differences between leadership and management. It covers defining leadership roles, the importance of leadership, situational leadership, and transformational leadership. A key skill measured is differentiating leadership and management approaches effectively.
トピック 2	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.
トピック 3	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.

CIPS Strategic Ethical Leadership 認定 L6M1 試験問題 (Q39-Q44):

質問 # 39
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).

正解：

解説：
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.

質問 # 40
SIMULATION
What is meant by the 'Contingency Model' of Organisation? What factors should be considered?

正解：

解説：
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 contingency theory?
Each factor in a paragraph: external environment, technology, size, culture, goals, leader style, the people Conclusion - there is no universally 'right' way to structure an organisation, and it can change over time.
Example Essay
The Contingency Model of organization is a management and organizational theory that suggests there is no one-size-fits-all approach to organizing and managing a company. Instead, it proposes that the most effective organizational structure and management style depend on various external and internal factors, often referred to as contingencies. The core idea behind this model is that the optimal way to organize and manage an organization is contingent upon the unique circumstances or contingencies it faces.
Key factors that should be considered in the Contingency Model of Organization include:
Environmental Factors: The external environment, including factors like the industry in which the organization operates, economic conditions, competition, and legal and regulatory requirements, can greatly influence the organization's structure and strategy. An organisation should consider STEEPLED factors and Porter's 5 Forces when deciding which company structure would be most appropriate.
Technology: The nature of the organization's technology and the rate of technological change can impact its structure and processes. Some organizations may need to be more flexible and adaptive due to rapidly changing technologies, while others may rely on stable and proven technologies. For example, does the organisational structure allow people to work remotely from home?
Organizational Size: The size of the organization can affect its structure and management practices. Smaller organizations might have a more informal structure, while larger ones may require more formal hierarchies. For example a small organisation would not benefit from a bureaucratic structure, but a large organisation may need several levels of management and a degree of bureaucracy.
Organizational Culture: The culture of the organization, including its values, norms, and beliefs, can influence how it is structured and managed. For instance, an innovative and entrepreneurial culture may lead to a flatter, more decentralized structure.
Goals and Strategy: The goals and strategy of the organization play a crucial role in determining its structure and management style. Different strategies, such as cost leadership, differentiation, or innovation, may require different organizational structures and approaches.
Leadership Style: The leadership style of top management can impact the organization's structure and culture. Leaders with a preference for centralization may create a more hierarchical structure, while those who favour decentralization may opt for a flatter structure.
Human Resources: The skills, abilities, and motivation of the workforce can influence how an organization is structured and managed. A highly skilled and motivated workforce may require less supervision and a more decentralized structure.
The important thing to note with the Contingency Theory is that the organization's needs and circumstances can change over time, so what works best today may not be suitable in the future. Organizations must continuously assess and adapt their structures and management practices as contingencies evolve.
In essence, the Contingency Model recognizes that there is no universally optimal way to organize and manage an organization. Instead, managers must carefully assess and consider the various contingencies that affect their organization and make decisions accordingly. This approach promotes flexibility and adaptability in organizational design and management, allowing companies to better respond to changing circumstances and maximize their effectiveness.
Tutor Notes
- Another way this could come up as a question is related to a case study. You may be asked to pick out factors which would effect the way an organisation is structured.
- You could also be asked pros and cons of the contingency theory (pro: very flexible, highly responsive to changes con: people don't know where they stand, harder to find accountability)
- It's covered in detail in the studyguide but it's quite a simple concept - the best structure for an organisation depends on lots of different factors.

質問 # 41
SIMULATION
Describe and evaluate one model that can be used to classify different forms of stakeholders (25 points)

正解：

解説：
See the Answer is the explanation
Explanation:
Stakeholder Classification: Using Mendelow's Matrix
Stakeholders play a crucial role in the success of an organization, influencing decisions, resources, and operations. To effectively manage stakeholders, organizations need a model that helps classify and prioritize stakeholders based on their influence and interest. One widely used framework is Mendelow's Stakeholder Matrix.
This essay describes Mendelow's Matrix, evaluates its effectiveness, and discusses its advantages and limitations.
Mendelow's Stakeholder Matrix
Mendelow's Stakeholder Matrix (1991) is a strategic tool that classifies stakeholders based on two key factors:
Power - The ability of a stakeholder to influence the organization's decision-making.
Interest - The level of concern a stakeholder has about the organization's activities.
Based on these factors, stakeholders are placed into one of four quadrants:
Stakeholder Group
Power
Interest
Management Strategy
Key Players
High
High
Actively engage and involve
Keep Satisfied
High
Low
Monitor closely, engage when necessary
Keep Informed
Low
High
Provide regular updates, listen to concerns
Minimal Effort
Low
Low
Monitor but minimal engagement
1. Key Players (High Power, High Interest)
These stakeholders have significant influence over the organization and strong interest in its operations.
Examples:
✔ Senior executives, major shareholders, government regulators.
✔ Large customers or strategic suppliers.
Management Strategy:
✔ Actively involve them in decision-making.
✔ Consult regularly and address their concerns immediately.
Evaluation:
✔ Managing this group well ensures strong support for company initiatives.
✘ Ignoring them can lead to significant resistance and business risks.
2. Keep Satisfied (High Power, Low Interest)
These stakeholders have high power but low interest, meaning they can affect the organization significantly if ignored.
Examples:
✔ Government bodies that enforce regulations but do not intervene unless necessary.
✔ Wealthy investors with minimal involvement in daily operations.
Management Strategy:
✔ Engage periodically to keep them satisfied.
✔ Provide updates on key decisions without overwhelming them.
Evaluation:
✔ Proper management prevents unexpected opposition.
✘ If engagement is too frequent, they may lose interest or disengage.
3. Keep Informed (Low Power, High Interest)
These stakeholders do not have direct power but are highly interested in the company's actions.
Examples:
✔ Employees, local communities, NGOs concerned about sustainability.
✔ Small-scale suppliers who depend on the company.
Management Strategy:
✔ Communicate regularly through reports, newsletters, or meetings.
✔ Listen to concerns and provide transparency.
Evaluation:
✔ Keeping them engaged builds positive public relations and internal morale.
✘ If ignored, they may escalate concerns to higher-power stakeholders.
4. Minimal Effort (Low Power, Low Interest)
These stakeholders have little influence and low interest, meaning they do not require significant attention.
Examples:
✔ General public who have no direct impact on the company.
✔ Non-core suppliers with small contracts.
Management Strategy:
✔ Monitor their concerns occasionally.
✔ Avoid unnecessary engagement unless their influence changes.
Evaluation:
✔ Avoiding excessive engagement saves time and resources.
✘ If their interest or power grows, they may require reclassification.
Evaluation of Mendelow's Stakeholder Matrix
Advantages of the Model
✔ Simple and Practical - Easy to understand and apply in various industries.
✔ Helps Prioritize Stakeholders - Ensures critical stakeholders receive appropriate attention.
✔ Supports Strategic Decision-Making - Guides communication and engagement efforts.
✔ Adaptable - Can be used for mergers, change management, procurement, and public relations.
Limitations of the Model
✘ Does Not Capture Stakeholder Dynamics - Stakeholder power and interest change over time, requiring constant reassessment.
✘ Overlooks Stakeholder Relationships - Some stakeholders influence others (e.g., media can amplify employee concerns).
✘ Power and Interest Can Be Subjective - Classifying stakeholders requires judgment and regular review.
Conclusion
Mendelow's Stakeholder Matrix is a powerful tool for classifying and managing stakeholders in any organization. By categorizing stakeholders based on power and interest, leaders can develop effective engagement strategies and mitigate risks associated with key stakeholders. However, stakeholder influence is fluid, so ongoing analysis is necessary for long-term success. Despite its limitations, this model remains a fundamental framework for strategic stakeholder management.

質問 # 42
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)

正解：

解説：
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.

質問 # 43
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)

正解：

解説：
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)

質問 # 44
......

L6M1試験問題の継続的な刷新により、当社は大きな市場シェアを占めています。強力な研究センターを構築し、L6M1トレーニングガイドでより良い仕事をするために強力なチームを所有しています。CIPSこれまで、L6M1学習教材に関する多くの特許を取得しています。一方で、当社は改修の恩恵を受けています。お客様は当社の製品を選択する可能性が高くなります。一方、私たちが投資したお金は有意義なものであり、L6M1試験の新しい学習スタイルを刷新するのに役立ちます。

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