Free CIPS L5M8 Practice Exam with Questions & Answers

Resource allocation syndrome, as described by Engwall and Jerbrant, occurs whenmultiple projects compete for limited resourcesin multi-project environments. The shortage leads to delays and conflicts between project teams.

In CIPS L5M8, change agents include types such asspecialist(selected for subject-matter expertise and credibility),enforcer(uses authority),transformer(visionary catalyst), andindependent(external/neutral). Darryl is chosenbecause of his expertiseand credibility to bring colleagues on side—this aligns with thespecialistprofile.

The CIPS guide highlights thatsupply network roles and relationshipsevolve during project execution. Therefore, they must bereviewed regularly, not just initially, to maintain alignment and manage interdependencies effectively.

Theory-Driven Evaluationseeks to understand thecausal mechanisms—how and whya project achieved (or failed to achieve) results — rather than merely measuring outputs.

AGantt chartvisually maps activities againsttimeto show sequencing and overlap of tasks. It’s used for scheduling, tracking progress, and identifying dependencies.

TheBoard/Steering Grouphas ultimate accountability; itauthorises initiationandapproves major decisions/deviationsduring delivery. Budgeting and staffing are typically managed via other governance routes/roles.

Absorptive capacityis the organisation’s ability torecognise, assimilate, and apply new knowledgefrom external partners to improve performance and add value.

Arealistic business caseshouldclearly outline risks and concernswith contingencies, so leaders can judge whether benefits outweigh risks and avoid surprise later.

RACIis a project responsibility/communication tool that clarifies who isResponsible, Accountable, Consulted, and Informedfor each task or decision—i.e., who’s involved and how they are engaged/communicated with.Mendelowmaps power/interest (not communication roles).Kraljicis a portfolio sourcing matrix.STEEPLED/PESTscans the macro-environment.

Participative evolutionentails incremental change with employee support. Effective application requires aconsultative leadership styleto involve and engage people so they back the change. Tight timescales or large budgets are not defining necessities.