IIA Updated IIA-CIA-Part3 Exam Questions and Answers by melisa

An ethnocentric attitude in global business means that the parent company (headquarters) makes all key decisions and expects its foreign subsidiaries to follow directives without much autonomy. This approach often results in centralized control, standardized policies, and minimal local input.

(A) Standards used for evaluation and control are determined at local subsidiaries, not set by headquarters.

Incorrect. In an ethnocentric organization, standards and controls are determined by headquarters, not by local subsidiaries.

IIA Standard 2120 – Risk Management emphasizes that corporate governance should ensure consistent policies across all locations, which aligns with ethnocentric approaches.

(B) Orders, commands, and advice are sent to the subsidiaries from headquarters. ✅

Correct. In ethnocentric organizations, decision-making authority is centralized at headquarters, and subsidiaries are expected to follow orders and policies without deviation.

IIA GTAG "Auditing Global Operations" discusses risks related to centralized control structures, where headquarters enforces policies globally.

(C) People of local nationality are developed for the best positions within their own country.

Incorrect. This describes a polycentric approach, where local talent is developed for leadership roles. Ethnocentric organizations prefer to assign expatriates from headquarters to key positions in subsidiaries.

(D) There is a significant amount of collaboration between headquarters and subsidiaries.

Incorrect. Collaboration is more common in geocentric or regiocentric models, where decision-making is shared. Ethnocentric organizations have limited collaboration, as headquarters dictates policies.

IIA GTAG – "Auditing Global Operations"

IIA Standard 2120 – Risk Management

COSO Framework – Internal Control and Corporate Governance

Analysis of Answer Choices:IIA References:Thus, the correct answer is B, as ethnocentric organizations enforce top-down control, sending orders, commands, and advice to subsidiaries.

Comprehensive and Detailed In-Depth Explanation:

A globalization strategy focuses on standardizing products and marketing campaigns across all international markets. This ensures consistent branding and messaging, achieving economies of scale while maintaining a uniform customer experience.

Option A (Export strategy) primarily refers to selling domestic products abroad without a significant focus on global marketing.

Option B (Transnational strategy) balances global standardization and local adaptation, but does not emphasize a single advertising approach.

Option C (Multi-domestic strategy) tailors marketing and product offerings to each local market, making it less suitable for a uniform advertising campaign.

Thus, the globalization strategy (Option D) is the best approach for a unique yet standardized advertising campaign across markets.

According to Maslow’s hierarchy of needs, once an individual’s lower-level needs (physiological, safety, and social needs) are met, they seek higher-level motivators such as esteem and self-actualization. Recognition falls under esteem needs, which include respect, status, and appreciation. Employees who feel valued and recognized are more likely to stay with an organization.

A. Social benefits – These are lower-level needs (belongingness/social needs), which have already been met in this scenario.

B. Compensation – While salary is important, it primarily addresses physiological and security needs, which are lower on Maslow’s hierarchy. Once these are met, higher-level motivators like recognition become more influential.

C. Job safety – Safety and security are lower-level needs, and in this scenario, they are already met.

D. Recognition (Correct Answer) – Falls under esteem needs, which are crucial for employee retention once basic needs are satisfied.

IIA IPPF Standard 2120 – Risk Management includes talent management as part of organizational sustainability.

COSO ERM Framework – Human Capital Risk highlights employee motivation as a key factor in risk management.

IIA GTAG 7 – Managing IT Security Risks discusses employee satisfaction and its impact on organizational security and retention.

Explanation of Each Option:IIA References:

In a hierarchical audit structure, work is reviewed across multiple levels of management, resulting in higher costs because highly skilled and experienced auditors are required for supervisory roles. This increases the cost base compared to a flat structure.

Option A exaggerates benefits of a flat structure. Option B is incorrect because hierarchical structures require more—not less—supervision. Option C is misleading because flat structures typically limit growth opportunities due to fewer layers of promotion.