IIA IIA-CIA-Part3 Exam With Confidence Using Practice Dumps

The comparable uncontrolled price method compares the price charged in a controlled transaction with the price charged in a comparable transaction between independent parties. Its major limitation is finding a sufficiently comparable uncontrolled transaction. Differences in product quality, contract terms, geography, volume, timing, market conditions, risks, and functions can make comparison difficult. Option B may describe a general risk of transfer pricing systems but is not the common CUP limitation. Option C is incorrect because adjustments may be possible if differences can be reliably measured. Option D is wrong because CUP is usually a direct method for identifying an arm’s-length price. Internal auditors reviewing transfer pricing should assess comparability, documentation, assumptions, and regulatory compliance. Therefore, Option A is correct.

If profit margin decreases, the organization generates less internal financing from each dollar of sales. Assuming all else remains equal, more external financing will be needed to support the same level of growth. Therefore, the “Funds Needed” line remains upward sloping but becomes steeper because financing requirements rise more quickly as sales increase. Option A is incorrect because a lower profit margin does not reduce the need for funds. Options C and D are wrong because the line should not point downward; growth normally requires more assets and therefore more financing unless internally generated funds fully cover requirements. Internal auditors reviewing financial planning should understand how profitability, asset intensity, dividend policy, and growth assumptions affect financing needs. Therefore, Option B is correct.

Herzberg’s Two-Factor Theory of Motivation identifies two categories of workplace factors:

Hygiene Factors – Prevent dissatisfaction but do not create motivation (e.g., salary, job security, work conditions).

Motivational Factors – Lead to job satisfaction and motivation (e.g., achievement, responsibility, advancement, recognition).

(A) Salary and status. ❌ Incorrect.

Salary is a hygiene factor, meaning it prevents dissatisfaction but does not directly drive job satisfaction.

Status is also not a strong motivator under Herzberg’s theory.

(B) Responsibility and advancement. ✅ Correct.

These are motivational factors in Herzberg’s theory.

Employees feel satisfied when they have responsibility, career growth, and promotion opportunities.

IIA GTAG " Auditing Human Resource Management " highlights career development as a key driver of employee motivation and retention.

(C) Work conditions and security. ❌ Incorrect.

These are hygiene factors, which help avoid dissatisfaction but do not actively motivate employees.

(D) Peer relationships and personal life. ❌ Incorrect.

Good relationships with coworkers help, but they are not primary motivators under Herzberg’s theory.

IIA GTAG – " Auditing Human Resource Management "

IIA Standard 2110 – Governance (Employee Motivation & Engagement)

Herzberg’s Two-Factor Theory of Motivation (Workplace Psychology Research)

Analysis of Answer Choices:IIA References:Thus, the correct answer is B, as responsibility and advancement are the key motivational factors leading to employee satisfaction.