GRCP VALID EXAM SAMPLE & NEW GRCP TEST PDF

GRCP Valid Exam Sample & New GRCP Test Pdf

GRCP Valid Exam Sample & New GRCP Test Pdf

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OCEG GRC Professional Certification Exam Sample Questions (Q48-Q53):

NEW QUESTION # 48
Which aspect of culture includes workforce satisfaction, loyalty, turnover rates, skill development, and engagement?

  • A. Performance culture
  • B. Governance culture
  • C. Workforce culture
  • D. Compliance and ethics culture

Answer: C

Explanation:
Workforce culture focuses on the attitudes, satisfaction levels, and overall engagement of employees, which directly impact turnover, loyalty, and skill development.
Key Elements of Workforce Culture:
Satisfaction and Loyalty: High levels of satisfaction lead to better retention and loyalty.
Turnover Rates: An engaged workforce typically exhibits lower turnover.
Skill Development: A strong workforce culture fosters continuous learning and growth.
Engagement: A critical driver of productivity and organizational success.
Why Other Options Are Incorrect:
A: Compliance and ethics culture focuses on adherence to legal, regulatory, and ethical standards.
B: Performance culture is centered on achieving organizational objectives and goals.
D: Governance culture pertains to oversight and decision-making structures.
Reference:
Employee Engagement Studies: Discuss workforce culture's impact on satisfaction and retention.
OCEG GRC Capability Model: Highlights the importance of workforce culture in achieving objectives.


NEW QUESTION # 49
Which organization and its membership created the concepts of Principled Performance and GRC?

  • A. IIA (Institute of Internal Auditors)
  • B. IMA (Institute of Management Accountants)
  • C. AICPA (American Institute of Certified Public Accountants)
  • D. The International Organization for Standardization (ISO)
  • E. IFAC (International Federation of Accountants)
  • F. IAPP (International Association of Privacy Professionals)
  • G. ACFE (Association of Certified Fraud Examiners)
  • H. The Financial Accounting Standards Board (FASB)
  • I. The OCEG community of GRC Professionals
  • J. ISACA (Information Systems Audit and Control Association)
  • K. SCCE (Society of Corporate Compliance and Ethics)

Answer: I

Explanation:
The concepts of Principled Performance and GRC (Governance, Risk, and Compliance) were developed by the OCEG (Open Compliance and Ethics Group) community of GRC professionals.
OCEG Overview:
OCEG is a global, nonprofit think tank and community that pioneered the integration of governance, risk, and compliance practices under the GRC framework.
It focuses on helping organizations achieve Principled Performance, a concept that involves balancing objectives, managing uncertainties, and maintaining integrity.
Principled Performance and GRC Development:
OCEG introduced the GRC Capability Model, which serves as a comprehensive guide for aligning GRC practices with strategic goals.
The model emphasizes reliable achievement of objectives, addressing uncertainty, and ensuring ethical behavior.
Why Other Options are Incorrect:
Organizations like ISACA, ISO, or IIA provide valuable standards or guidance in specific areas (e.g., auditing, information systems, etc.), but they did not create the overarching GRC and Principled Performance concepts.
Reference:
OCEG Capability Model (Red Book): A detailed framework for implementing GRC practices.
OCEG official resources on the history and mission of GRC and Principled Performance.


NEW QUESTION # 50
What are the two aspects of value that Protectors are skilled at balancing within an organization?

  • A. Value production and value preservation
  • B. Value assessment and value reporting
  • C. Value measurement and value analysis
  • D. Value creation and value protection

Answer: D

Explanation:
In the context of GRC, Protectors play a dual role in balancing value creation and value protection, which are critical for sustainable organizational success.
Value Creation:
Refers to generating new opportunities, innovations, and growth strategies for the organization.
Protectors ensure that new initiatives align with organizational goals, regulatory requirements, and ethical standards.
Value Protection:
Involves safeguarding organizational assets, reputation, and stakeholder trust.
Protectors implement internal controls, conduct risk assessments, and enforce compliance measures to protect the organization from potential threats.
Key Frameworks and Guidelines:
ISO 31000 (Risk Management): Provides guidance on balancing risk and opportunity in decision-making.
COSO Internal Control Framework: Emphasizes the importance of safeguarding assets and ensuring operational efficiency.
In summary, Protectors balance value creation by enabling innovation and value protection by managing risks and compliance effectively, ensuring both growth and sustainability.


NEW QUESTION # 51
In the context of uncertainty, what is the difference between likelihood and impact?

  • A. Likelihood is a measure of the chance of an event occurring, while impact measures the economic and non-economic consequences of the event.
  • B. Likelihood is a measure of the chance of an event occurring, while impact is the location of the event within the organization.
  • C. Likelihood is a measure of the chance of an event occurring, while impact is the category or type of risk or reward from the event.
  • D. Likelihood is the chance of an event occurring after controls are put in place, while impact measures the economic and non-economic consequences of the event.

Answer: A

Explanation:
Likelihoodandimpactare key factors in evaluating uncertainty, especially in the context of risk and reward.
* Likelihood:
* Measures theprobabilityor chance of an event occurring.
* Example: The likelihood of a data breach based on historical trends.
* Impact:
* Measures theeconomic and non-economic consequencesof the event.
* Examples: Financial losses, reputational damage, or operational disruptions.
* Why Other Options Are Incorrect:
* A: Impact refers to consequences, not the location of the event.
* B: Impact is not limited to categories; it involves actual consequences.
* D: Likelihood considers controls but is not exclusively post-control.
References:
* ISO 31000 (Risk Management): Defines likelihood and impact as fundamental components of risk assessment.
* COSO ERM Framework: Emphasizes assessing both likelihood and impact in risk evaluation.


NEW QUESTION # 52
Culture is difficult or even impossible to "design" because:

  • A. People are not motivated to change.
  • B. It takes too long.
  • C. There are too many subcultures.
  • D. It is an emergent property.

Answer: D

Explanation:
Culture is considered anemergent property, meaning it arises naturally from the shared values, beliefs, behaviors, and interactions within an organization.
* Why Culture is Hard to Design:
* It is not something that can be imposed or dictated; instead, it develops organically over time.
* Attempts to "design" culture must focus on influencing core elements (e.g., leadership behavior, shared values) rather than directly creating it.
* Emergent Nature:
* Culture evolves from complex interactions among people and systems, making it difficult to control or predetermine.
* Why Other Options Are Incorrect:
* A: Motivation can drive change, but culture's complexity is a deeper challenge.
* C: While culture-building may take time, this is not the primary reason for its design challenges.
* D: Subcultures exist but are part of the emergent nature of overall culture.
References:
* COSO ERM Framework: Explains culture as a dynamic, evolving component of organizational behavior.
* Organizational Culture Models: Highlight emergent properties of shared values and beliefs.


NEW QUESTION # 53
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