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CIPS Strategic Ethical Leadership L6M1 Prüfungsfragen mit Lösungen (Q22-Q27):

22. Frage
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)

Antwort:

Begründung:
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)

23. Frage
SIMULATION
ABC Ltd is a consultancy organisation which employs 30 members of staff, all of whom work from a single office. Traditionally all record keeping has been paper-based. Mohammed, the CEO, has decided to implement electronic systems. Discuss the following methods of change Mohammed could use, explaining advantages and disadvantages of each: planned, incremental and revolutionary. Which style should Mohammed use? (25 points).

Antwort:

Begründung:
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 change management?
P1 - planned
P2 - incremental
P3 - revolutionary
Conclusion - planned is best
Example Essay
Change management is a set of processes and strategies aimed at helping an organization smoothly transition from its current state to a desired future state. Mohammed, the CEO of ABC Ltd, aims to transition his consultancy organization from traditional paper-based record-keeping to electronic systems. To navigate this change effectively, Mohammed can consider various change management approaches, each with their own advantages and disadvantages:
Planned Change: Planned change is a methodical and structured approach to implementing change. It involves careful planning, preparation, and a well-defined roadmap for transitioning from the old paper-based system to the new electronic one. It typically minimizes disruption and resistance by providing employees with a clear understanding of the process. Mohammed could use a Ghantt chart and other tools so that everyone knows what is happening when: for example he could introduce the electronic systems department by department, for example having the HR department use it first, then after a month roll it out to other departments.
Advantages: Planned change offers predictability and allows for detailed planning and risk management. It also offers the lowest disruption; it gives employees an option to adapt gradually, reducing disruptions to daily operations and since the change is well-communicated and organized, it can effectively address employee resistance.
Disadvantages: Slower Implementation: It may take time to implement planned changes fully, potentially delaying the realization of benefits.
Incremental Change: Incremental change involves making small, manageable changes over time. This approach prioritizes gradual progress and can be less disruptive, as employees adapt step by step. For ABC Ltd this may be that each employee gets access to the system to do some aspects of their job first, then after a while they gain access to another part of the system and so fourth, until all actions are completed electronically rather than on paper.
Advantages: As this change method involves several steps, it reduces potential resistance to the change. It also provides Mohammed with a lower risk: Smaller changes are easier to monitor and adjust, lowering the risk of implementation issues. If the electronic system has a bug, this can be fixed quickly before doing away with the old paper system.
Disadvantages: The main disadvantage to this approach is similar to that of the planned approach- there is a prolonged transition: implementing changes incrementally may extend the transition period, delaying the full benefits.
Revolutionary Change: Revolutionary change entails a swift and complete shift from the old system to the new one. It aims for rapid transformation but can be highly disruptive and stressful for employees. This means Mohammed would introduce the system without warning, overnight.
Advantages: Revolutionary change can lead to quick results and immediate benefits. It is possible that employees may be more committed to using the new system due to the sense of urgency associated with this approach. They don't get a choice or time to moan about the change- they have to simply get on and use the new system.
Disadvantages: High Disruption: The speed of change may lead to stress, resistance, and potential issues. It also comes with a higher risk of Failure: inadequate planning and adjustment time can increase the risk of implementation failure. If the new system has bugs, but Mohammed has done away with the old paper-based system, this may result in staff not being able to do any work.
Conclusion:
In the context of ABC Ltd's transition to electronic record-keeping, a planned change approach appears to be the most suitable. This approach offers a methodical, structured, and predictable transition process. It allows Mohammed to carefully plan and manage risks while minimizing disruptions to daily operations. Additionally, it is well-equipped to address any resistance that may arise during the change process. Considering these advantages, a planned change approach aligns well with the organization's need for a smooth and effective transition to electronic systems while ensuring the best chance for success.
Tutor Notes
- This question asks you to pick one of the options, so don't sit on the fence here. Of those listed, planned or incremental would probably be the obvious choice, as revolutionary change is really risky for this scenario. Revolutionary change is associated more with responding to emergencies or creative tasks, rather than introducing a new IT system. Introducing an IT system really should be done slowly, as it allows time to sort any issues and get people on board and trained using it.
- A question on different types of change could also ask about emergent change- so make sure you're familiar with this as well.

24. Frage
SIMULATION
Sarah is the manager of a small cake shop. She employs 8 staff members and has several local suppliers. Her approach to leadership is the Contingency approach. Explain what is meant by this approach (5 points) and discuss how Sarah could use this approach to ensure her business is successful. (25 points)

Antwort:

Begründung:
See the Answer is the explanation
Explanation:
Introduction
Effective leadership plays a crucial role in the success of a business, especially in small enterprises where employee motivation, supplier management, and operational efficiency directly impact profitability. Leadership styles should be adaptable to different situations, team dynamics, and external challenges.
Sarah, the manager of a small cake shop, adopts the Contingency Approach to Leadership, which means she adjusts her leadership style based on the specific circumstances her business faces. This essay will first explain what the Contingency Approach is and then discuss how Sarah can apply it to ensure her cake shop thrives.
1. What is the Contingency Approach to Leadership? (5 Points)
Definition
The Contingency Approach to Leadership suggests that there is no single best way to lead-instead, the best leadership style depends on the situation. A leader must evaluate environmental factors, team capabilities, business challenges, and supplier relationships to determine the most effective leadership style.
Key Principles of the Contingency Approach
Situational Adaptability - Leaders must adjust their behavior based on the context, team skills, and challenges.
Flexibility in Decision-Making - Some situations require authoritative leadership, while others benefit from a collaborative approach.
Focus on Environmental Factors - External factors such as market trends, customer demand, and supplier reliability influence leadership decisions.
Influence of Team Maturity - The leadership approach changes depending on whether employees are highly skilled and independent or require supervision and guidance.
Example of the Contingency Approach
If Sarah's cake shop faces a sudden staff shortage, she may need to adopt a directive leadership style, giving clear instructions to manage the crisis.
If she is introducing a new product line, she might collaborate with her team, encouraging creativity and innovation.
2. How Sarah Can Use the Contingency Approach to Ensure Business Success (20 Points) Sarah's cake shop operates in a highly customer-focused industry where quality, efficiency, and customer service are essential. Applying the Contingency Approach effectively can help her improve operations, manage staff effectively, and strengthen supplier relationships.
(A) Adjusting Leadership Style for Employee Management
Sarah employs 8 staff members with varying skill levels, meaning she must tailor her leadership style to each employee's capabilities.

By adapting her approach to different staff members, Sarah ensures high productivity, job satisfaction, and skill development within her team.
(B) Supplier Relationship Management
Sarah's cake shop depends on local suppliers for ingredients such as flour, sugar, and dairy. A contingency approach helps her manage these relationships effectively:
Handling Reliable Suppliers (Low-Risk Situations)
Uses a collaborative leadership style, fostering strong long-term relationships.
Works closely with suppliers to negotiate bulk discounts and ensure high-quality ingredients.
Dealing with Supplier Disruptions (High-Risk Situations)
Uses directive leadership to make quick alternative sourcing decisions.
If a supplier fails to deliver ingredients on time, Sarah must quickly find replacements to keep operations running smoothly.
By adapting her approach based on supplier reliability, Sarah ensures consistent ingredient supply, cost efficiency, and business continuity.
(C) Responding to Business Challenges and Market Changes
The food industry is highly competitive, and Sarah must adjust her leadership approach to respond effectively to external challenges such as:
Seasonal Demand Fluctuations (Christmas, Weddings, Special Events)
Uses a participative approach, involving her team in planning for high-demand periods.
Encourages staff to suggest new cake designs, flavors, and promotional offers.
Handling Customer Complaints and Service Issues
Uses a customer-focused leadership approach, ensuring that employees prioritize customer satisfaction and feedback resolution.
Trains employees in effective communication and problem-solving.
Implementing New Technologies (e.g., Online Ordering System)
Uses a coaching approach, training staff step-by-step on the new system while gathering their feedback.
By staying flexible and responsive, Sarah ensures that her cake shop remains competitive, innovative, and customer-focused.
(D) Managing Workload and Crisis Situations
In any small business, unexpected crises can arise, such as staff shortages, equipment breakdowns, or raw material shortages. Sarah can use different leadership styles based on urgency:
Crisis Situations (e.g., Oven Malfunction, Sudden Staff Absences)
Uses a directive approach, giving clear instructions to ensure quick problem resolution.
Example: If a baker calls in sick on a busy day, Sarah reallocates tasks immediately to keep up with orders.
Daily Operations (Stable Work Conditions)
Uses a participative approach, allowing employees to contribute ideas for improving workflows and efficiency.
By using contingency-based leadership, Sarah ensures her cake shop runs smoothly under different circumstances.
(E) Encouraging Teamwork and Employee Motivation
A successful cake shop requires a motivated, engaged team. Sarah can use different leadership techniques to build a strong team culture:
Team Meetings and Brainstorming
Uses a democratic approach, encouraging employees to share creative cake designs and customer engagement strategies.
Recognizing Employee Achievements
Uses a supportive approach, rewarding employees for exceptional performance and customer service.
By adapting to different employee needs, Sarah builds a motivated, skilled, and loyal team, reducing turnover and improving overall performance.
Conclusion
The Contingency Approach to Leadership is an effective strategy for Sarah as it allows her to adapt to various challenges in her cake shop, ensuring smooth operations, strong supplier management, and motivated employees.
By modifying her leadership style based on the situation, employee skill levels, supplier performance, and business challenges, Sarah can:
✅ Develop a high-performing team by offering the right mix of guidance and independence.
✅ Manage supplier relationships effectively by adjusting her leadership approach based on reliability and market conditions.
✅ Handle operational challenges efficiently, ensuring business continuity and customer satisfaction.
Ultimately, flexibility and adaptability are key to her success, making the Contingency Approach an ideal leadership style for small business management.

25. Frage
SIMULATION
Evaluate the 'Traits' approach to leadership (25 points)

Antwort:

Begründung:
See the Answer is the explanation
Explanation:
Introduction
Leadership plays a pivotal role in organizational success, influencing decision-making, team performance, and strategic direction. One of the earliest and most enduring leadership theories is the "Traits Approach to Leadership." This theory suggests that certain inherent traits make an individual an effective leader. Unlike other leadership theories that focus on behaviors or situational factors, the traits approach assumes that leaders are born, not made.
This essay will critically evaluate the traits approach to leadership, discussing its key characteristics, advantages, limitations, and relevance in modern organizational contexts, particularly in procurement and supply chain management.
Understanding the Traits Approach to Leadership
Definition
The Traits Approach to Leadership is based on the idea that effective leaders possess inherent personality traits that differentiate them from non-leaders. These traits are considered stable over time and consistent across different situations.
Early leadership research focused on identifying the common traits found in successful leaders across industries, military settings, and politics.
Key Characteristics of the Traits Approach
Innate Leadership Qualities - Leadership is seen as something a person is born with, rather than developed.
Focus on Personality Traits - Effective leaders exhibit specific personality traits such as intelligence, confidence, and emotional stability.
Universal Application - The theory assumes that leadership traits apply across all industries and organizational settings.
Predictability of Leadership Success - If someone possesses the right traits, they are more likely to become a successful leader.
Common Leadership Traits Identified in Research

These traits suggest that leaders are naturally equipped with qualities that allow them to excel in their roles.
Advantages of the Traits Approach to Leadership (10 Points)
1. Identifies Key Leadership Qualities
The traits approach helps organizations identify individuals with leadership potential by assessing personality traits.
Example: In procurement, a leader with high intelligence and problem-solving skills can effectively negotiate supplier contracts and manage risks.
2. Provides a Foundation for Leadership Selection
Organizations can use personality assessments to select and promote leaders based on their inherent characteristics.
Example: A company hiring a Chief Procurement Officer (CPO) may look for candidates who exhibit confidence, strong decision-making skills, and integrity.
3. Universally Recognized and Researched
This approach has been extensively studied for decades, making it one of the most well-documented leadership theories.
Example: Many successful world leaders, such as Steve Jobs and Nelson Mandela, exhibited self-confidence, resilience, and intelligence-key traits identified in the model.
4. Helps Develop Leadership Training Programs
Although traits are largely inborn, some leadership traits can be developed through training and experience.
Example: An employee with high intelligence but low sociability can undergo communication and emotional intelligence training to become a more effective leader.
5. Supports Leadership Continuity and Succession Planning
Organizations can identify and groom future leaders by assessing leadership traits early in their careers.
Example: A procurement manager with initiative, strong ethics, and analytical skills can be promoted to a strategic leadership role.
Limitations of the Traits Approach to Leadership (10 Points)
1. Ignores the Influence of Situations and Context
Leadership effectiveness depends on the situation rather than just traits.
Example: A leader with strong confidence and intelligence may struggle in a highly bureaucratic organization where decision-making is slow.
2. Fails to Explain Leadership Development
This theory assumes that leaders are born, not made, which contradicts modern research showing that leadership can be learned and developed.
Example: Many successful CEOs started as entry-level employees and developed their leadership skills over time.
3. Overlooks the Importance of Leadership Behaviors
Having the right traits does not automatically make someone an effective leader-their actions, decision-making style, and adaptability matter more.
Example: A procurement leader with high intelligence but poor communication skills may fail to build strong supplier relationships.
4. No Clear Agreement on Essential Traits
Different studies identify different sets of leadership traits, making it difficult to define a universal leadership profile.
Example: Some researchers emphasize charisma and extroversion, while others focus on humility and adaptability.
5. Does Not Account for Cultural Differences
Leadership traits may not be universal across cultures-a trait that is valuable in one culture may not be as important in another.
Example: In Western cultures, assertiveness is valued, while in Asian cultures, humility and collective decision-making are preferred leadership traits.
Relevance of the Traits Approach in Modern Organizations
Despite its limitations, the traits approach remains relevant in leadership selection and development. Modern organizations integrate it with other leadership theories to create a holistic leadership model.
1. Integration with Behavioral Leadership Models
Instead of assuming that traits alone determine leadership success, organizations combine it with behavioral approaches that emphasize leadership actions.
Example: Transformational leadership combines traits (e.g., charisma, confidence) with inspiring behaviors to create an effective leadership model.
2. Use in Leadership Assessments and Hiring
Organizations use psychometric assessments to evaluate potential leaders based on personality traits.
Example: The Big Five Personality Model (openness, conscientiousness, extraversion, agreeableness, neuroticism) is commonly used in executive hiring.
3. Helps in Leadership Development Programs
While some leadership traits are inborn, others can be developed through mentorship, training, and experience.
Example: Procurement professionals can enhance their decision-making skills, emotional intelligence, and adaptability through leadership development programs.
Conclusion
The traits approach to leadership has been a foundational theory in leadership studies, helping organizations understand the qualities that define effective leaders. It provides valuable insights into leadership selection, succession planning, and training.
However, the approach has several limitations, particularly its lack of situational awareness and failure to explain leadership development. Modern organizations recognize that while leadership traits are important, behaviors, experience, and adaptability play an equally critical role.
The most effective approach to leadership combines trait theory with behavioral and situational leadership models to create a well-rounded leadership development framework. This ensures that leadership is not just about natural talent but also about continuous learning, adaptability, and strategic execution.

26. Frage
SIMULATION
Discuss transformational and transactional approaches to leadership. Which is the most appropriate approach in the following case study:
Mo is a procurement manager at a large manufacturing organisation. He oversees a team of 5 procurement assistants. The assistants are currently not working to a high level; they lack skills and confidence in completing tenders and Mo is concerned about their abilities to conduct accurate work. (25 points)

Antwort:

Begründung:
See the Answer is the explanation
Explanation:
Introduction
Leadership is a critical factor in shaping employee performance, motivation, and overall organizational success. In procurement, managers must adopt a leadership style that aligns with their team's capabilities, business objectives, and operational challenges. Two widely recognized leadership styles are Transformational Leadership and Transactional Leadership, each with distinct characteristics and effects on team performance.
This essay will discuss both leadership styles, outlining their advantages and disadvantages. It will then evaluate which approach is best suited for Mo, a procurement manager facing skill and confidence issues among his team members.
Understanding Transformational Leadership
Definition
Transformational leadership is a leadership style that focuses on inspiring, motivating, and developing employees to reach their full potential. Transformational leaders act as mentors and role models, encouraging innovation, professional growth, and long-term performance improvements.
Key Characteristics of Transformational Leadership
Inspiration and Motivation - The leader encourages employees to perform beyond expectations through a compelling vision.
Individualized Support - Focuses on mentoring and coaching employees to enhance their skills.
Encourages Innovation - Employees are empowered to think creatively and solve problems.
Develops Future Leaders - Focuses on long-term talent development rather than short-term task completion.
High Engagement and Emotional Intelligence - Builds strong relationships with employees and fosters a positive workplace culture.
Advantages of Transformational Leadership
✅ Encourages professional growth - Employees develop new skills and gain confidence.
✅ Increases motivation and job satisfaction - Employees feel valued and supported.
✅ Promotes innovation and continuous improvement - Encourages employees to think creatively.
✅ Builds long-term organizational success - Creates future leaders through mentoring and skill development.
Disadvantages of Transformational Leadership
❌ Time-consuming - Requires significant time and effort for mentoring and development.
❌ Not suitable for urgent performance issues - If immediate performance improvement is needed, transformational leadership may be too slow.
❌ Employees may resist change - Some employees may be unwilling to embrace coaching and new expectations.
Understanding Transactional Leadership
Definition
Transactional leadership is a leadership style based on a structured, performance-driven approach. It focuses on clear expectations, rewards for success, and consequences for underperformance. This style is best suited for improving task efficiency, enforcing compliance, and ensuring consistency.
Key Characteristics of Transactional Leadership
Clear Expectations and Rules - Employees have defined roles and responsibilities.
Performance-Based Rewards and Punishments - Good performance is rewarded, while poor performance is corrected through disciplinary actions.
Focus on Efficiency and Results - Emphasizes productivity and operational efficiency over employee growth.
Short-Term Performance Goals - Ensures immediate improvements in employee performance.
Hierarchy and Structure - Follows a strict chain of command.
Advantages of Transactional Leadership
✅ Ensures short-term efficiency and compliance - Clearly defines expectations, which leads to immediate improvements in performance.
✅ Effective for structured tasks - Employees know exactly what is expected, reducing uncertainty.
✅ Increases accountability - Employees are held responsible for meeting targets.
✅ Useful for crisis management - Provides a clear directive in high-pressure situations.
Disadvantages of Transactional Leadership
❌ Limited employee development - Focuses more on task completion rather than skill enhancement.
❌ Can reduce creativity and innovation - Employees may feel restricted by rigid expectations.
❌ May reduce motivation - Over-reliance on rules and punishments can create a negative work environment.
❌ Not ideal for building long-term talent - Employees may not develop leadership skills or confidence.
Which Leadership Style is Most Suitable for Mo?
Case Study Analysis: Mo's Leadership Challenge
Mo is a procurement manager leading a team of 5 procurement assistants.
The assistants are underperforming due to lack of skills and confidence.
Mo is concerned about their ability to complete procurement tenders accurately.
Evaluating the Best Leadership Approach for Mo

Based on the specific challenges Mo is facing, neither leadership style alone is perfect. Instead, a combined approach is most suitable:
Recommended Approach: A Blend of Transformational and Transactional Leadership Short-Term Approach: Transactional Leadership for Immediate Performance Improvement Mo should set clear expectations and enforce accountability to ensure the assistants improve their performance in procurement tenders.
Implement a structured training program with performance benchmarks.
Use performance-based incentives (e.g., bonuses, recognition for accurate work).
Provide constructive feedback on mistakes to encourage learning.
Long-Term Approach: Transformational Leadership for Skill Development and Confidence Mo should act as a mentor and coach, providing continuous learning opportunities.
Encourage assistants to develop confidence in procurement by assigning them progressively challenging tasks.
Inspire the team by highlighting the importance of procurement excellence in achieving organizational goals.
Implement peer learning and mentorship programs to create a supportive learning environment.
Conclusion
Both Transformational Leadership and Transactional Leadership offer valuable benefits, but in the case of Mo's underperforming team, a blended approach is the most effective strategy.
Transactional Leadership should be used in the short term to improve immediate performance, enforce accountability, and ensure accuracy in procurement tenders.
Transformational Leadership should be introduced gradually to develop skills, boost confidence, and foster long-term career growth among the procurement assistants.
By combining both approaches, Mo can quickly improve his team's performance while ensuring they gain the necessary skills and confidence to succeed in procurement. This balanced leadership approach ensures short-term efficiency and long-term growth, making it the most effective strategy for Mo's situation.

27. Frage
......

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