CIPS L5M15 Exam Dumps

Get All Advanced Negotiation Exam Questions with Validated Answers

L5M15 Pack
Vendor: CIPS
Exam Code: L5M15
Exam Name: Advanced Negotiation
Exam Questions: 88
Last Updated: April 16, 2026
Related Certifications: Level 5 Advanced Diploma in Procurement and Supply
Exam Tags: Advanced Procurement Managers and Supply Chain Professionals
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Free CIPS L5M15 Exam Actual Questions

Question No. 1

Every negotiation requires a rehearsal. Is this statement TRUE?

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Correct Answer: D

Not all negotiations need formal rehearsals. For routine or low-value supplier interactions, preparation may be minimal. Rehearsals are best suited for strategic or high-stakes negotiations involving teams or complex outcomes.


Question No. 2

Using praise or flattery in a negotiation is the use of which of the following tactics?

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Correct Answer: A

Ingratiation involves using flattery, praise, or friendliness to increase likability and influence. It's a soft tactic often used to build rapport and reduce resistance before discussing substantive issues.


Question No. 3

A push style of negotiation uses logic, facts, and reasoning to make a case for change. Is this true?

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Correct Answer: A

Push tactics emphasise advocacy: using facts, logic, and directive communication to move others. They can deliver short-term compliance and clarity but may limit ownership/commitment compared with pull tactics, which are more involving and collaborative.


Question No. 4

Josh plans to use a Myers--Briggs assessment for junior candidates. What type of test is this?

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Correct Answer: A

Myers--Briggs Type Indicator (MBTI) profiles personality preferences (e.g., introversion/extraversion). It is not a measure of intelligence or job competence.


Question No. 5

Which of the following are incentives to increase supplier performance? Select TWO

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Correct Answer: A, C

Gain share and bonus payments are positive incentives that encourage suppliers to perform beyond baseline requirements. Gain share rewards suppliers for creating mutual cost savings or innovation benefits, while bonus payments recognise exceeding service or delivery targets.

In contrast, pain share and service credits are deterrents for underperformance, not motivators.


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