IREM CPM EXAM SCRIPT 2025 QUESTIONS AND ANSWERS
RATED A+
✔✔Theory Z combines approaches from what two cultures? - ✔✔Theory Z combines
approaches from American and Japanese cultures.
✔✔What is the common equation used to understand employee performance? - ✔✔A
common equation used to understand employee performance is: Ability x Motivation =
Performance
✔✔What are the five stages of Maslow's hierarchy of needs? - ✔✔Maslow's five stages
are:
- Physiological/Basic
- Safety/Security
- Belonging/Social
- Esteem/Ego/Status
- Self-Actualization or Self-Fulfillment
✔✔What is a job analysis? - ✔✔A job analysis is the systematic gathering of information
about a job to identify all job responsibilities. These essential job functions will then
determine the knowledge, skills, and abilities (KSAs) the jobholder needs in order to
perform the job.
✔✔What does KSA stand for? - ✔✔KSA stands for Knowledge, Skills, and Abilities
✔✔List methods of external recruiting. - ✔✔Methods of external recruiting may include:
internet recruiting, newspaper advertisements, career fairs, employee referrals, and
employment agencies.
✔✔Explain the differences between a full-time employee and a contractor. - ✔✔Full-
Time Employees
• Work on an indefinite basis
• Report to work each day
• Have fixed work hours
• Have one employer
• Have a salary
• Have a supervisor who is a company employee
Contractors
• Work for a defined time
• Work as needed
• Do not have fixed work hours
• Work for multiple clients, not necessarily at the same time
• Receive a flat fee for all work or hourly or daily pay
• Work independently or report to another firm, a company employee coordinates the
work
,✔✔Washington v. Davis (1976)
In this case, applicants for the Washington, D.C., police department took a reading
comprehension and aptitude test that included material they would have to learn during
their training program. The city could show a relationship between success in the
training program and success as a police officer. However, a much higher percentage of
women and African-Americans failed the test than Caucasian men.
You be the judge—is the test legal? - ✔✔In this case, the Court ruled that even though
a test has an adverse impact against a protected class, the test is legal if it is job-
related.
✔✔Oncale v. Sundowner Offshore Service, Inc. (1998)
The plaintiff in this case was a heterosexual male employed on an offshore oil rig run by
Sundowner Offshore Service, Inc. Oncale claimed that his male supervisor and two
male coworkers sexually harassed and threatened him. He reported the harassment,
resigned from the company, and sued Sundowner, the supervisor, and the coworkers,
claiming both quid pro quo and hostile environment harassment.
You be the judge—was Oncale a victim of sexual harassment under Title VII based on
the fact that the case involved a male-to-male harassment claim? - ✔✔In this case, a
district court ruled that same-gender harassment was not actionable under Title VII. The
Supreme Court then reversed the lower court ruling, stating that the harassment was
"sexual" and therefore actionable,regardless of sexual orientation.
✔✔Class-Action Lawsuit against Coca-Cola (2000)In 1999, four past and current
African-American employees of Coca-Cola Company filed a class-action lawsuit in
federal court charging the company with discrimination.The claimants, representing
more than 2,200 former and current African-American employees who had held salaried
positions since 1985, accused the company of paying African-Americans less, offering
them fewer promotions, and giving them lower performance evaluation scores than
Caucasians. In fact, African-American employees were paid an average of $26,000 a
year less than their white counterparts holding similar jobs.
You be the judge—how would you address the discrepancies between how Caucasian
and African-American employees were treated at Coca-Cola? - ✔✔The U.S. District
Court in Atlanta approved a $192.5 million agreement to settle the class-action lawsuit.
This provided an average of $38,000 to each of 2,200 current and former African-
American employees. The agreement also established several policies and procedures
to improve Coca-Cola's diversity efforts
✔✔Determine whether each interview question below is legal. Circle any question you
think should NOT be asked in an interview.
1. What year were you born?
2. How do you intend to get to work?
3. What were your reasons for leaving your last job?
4. This job requires the ability to lift 30 lbs. Are you able to perform that job function?
,5. Can you work evenings and weekends?
6. Have you ever been arrested?
7. What clubs or church do you belong to?
8. Is your last name Spanish or Italian?
9. How would your last boss rate your performance?
10. What was your salary at your last job?
11. Are you planning to have more children?
12. How would you describe the amount of supervision you had at your last job?
13. Tell me about a time when you had to deal with an irate board member. How did
you deal with the situation?
14. Are you seeing a doctor right now for any problems?
15. What is your reason for applying for this job? - ✔✔1. NO, age cannot be asked in
most cases
2. NO, this is not relevant
3. YES, employers can probe for reasons someone left a former employer
4. YES, employers can ask candidates if they can carry out the job responsibilities that
would be required of them
5. YES, employers can ask the candidate's ability to work certain shifts and hours
6. NO, only convictions that pertain to the job can be asked about
7. NO, religion cannot be used in selection
8. NO, last name would identify ethnic group,which cannot be used in selection
9. YES, employers can ask about a candidate's job performance
10. YES, employers can ask what a candidate's last salary was
11. NO, employers cannot ask questions on intention to have children
12. YES,employers can ask questions about candidate's work relationship with
supervisors
13. YES, employers can ask questions about prior work experience or skills
14. NO, only questions about a candidate's physical ability to perform a specific job duty
can be asked
15. YES, employers can ask this question
✔✔Develop five "behavioral" interview questions for an on-site manager to ask. -
✔✔Examples include:
1. Tell me about a time with you had to deal with an unexpected occurrence or
emergency on the property. What was the situation and how did you handle it?
2. Tell me about a time when you had to deal with a difficult staff member.What was the
situation and how did you handle it?
3. Tell me about a time when you accomplished a task that you were particularly proud
of.10 COM201 Day 1 RM Activity Answers
4. Tell me about a time when you feel you performed poorly on the job.How could you
have performed better? What did you learn from the situation?
5. Tell me about a time when you had to deal with a dissatisfied resident.How did you
handle the situation?
✔✔Develop five "job knowledge" interview questions for an on-site manager to ask. -
✔✔Examples include:
, 1. When and how often should catch basins be cleaned?
2. Describe the process for cleaning a swimming pool.
3. Should lawns be watered during the coolest or warmest part of the day?
4. Are longer or shorter grass blades preferable?
5. Describe the risks involved if sidewalks are left un-shoveled.
✔✔What is the difference between disparate treatment and adverse impact? -
✔✔Disparate treatment occurs when individuals are treated differently because of their
membership in a protected class. Examples include: a manager who automatically
rejects Latino job applicants, using a different hiring process for woman than for men, or
disciplining African American but not Caucasian workers for violating the same
policy.Adverse impact, which may be less intentional, occurs when the equal application
of an employment standard has an unequal effect on a protected class. For example,
requiring nonessential education for a job may impact a minority group who has been
limited in access to educational opportunities.
✔✔What is a BFOQ? - ✔✔A bona fide occupational qualification is a characteristic that
must be present in all employees for a particular job. For example, a film director is
permitted to consider only females for the part of an actress. In this case, being female
is a BFOQ.
✔✔What are the two types of harassment? - ✔✔Title VII prohibits two types of
harassment: sexual harassment and harassment based on a protected class.
✔✔List three types of interview questions. - ✔✔Three types of interview questions
include: behavioral, job knowledge, and worker requirements.
✔✔What is a RJP? - ✔✔A realistic job preview is part of the entire selection process
and provides the candidate with honest and complete information about the position and
work environment. The purpose of the RJP is to give applicants as much information as
possible so that they can make informed decisions about their suitability for the job. This
means that both favorable and unfavorable information should be shared.
✔✔Janet is the Managing Agent of a condominium association. She gets along very
well with the president of her management company, and they have even become good
friends, often socializing outside of work. In her performance appraisal, the president
rates Janet very highly, even though her performance was not as strong as that of some
of the other site managers. What rater error is the president committing? - ✔✔Janet's
boss is committing a "liking" bias error. Because the boss likes Janet, Janet was given
high ratings on her performance appraisal.
✔✔Mark believes that the performance standards at his company are too low. He
assigns lower ratings across the board than other property managers at the company.
What rater error is Mark committing? - ✔✔Mark is committing a severity error. His
expectations are higher than those of other managers.
RATED A+
✔✔Theory Z combines approaches from what two cultures? - ✔✔Theory Z combines
approaches from American and Japanese cultures.
✔✔What is the common equation used to understand employee performance? - ✔✔A
common equation used to understand employee performance is: Ability x Motivation =
Performance
✔✔What are the five stages of Maslow's hierarchy of needs? - ✔✔Maslow's five stages
are:
- Physiological/Basic
- Safety/Security
- Belonging/Social
- Esteem/Ego/Status
- Self-Actualization or Self-Fulfillment
✔✔What is a job analysis? - ✔✔A job analysis is the systematic gathering of information
about a job to identify all job responsibilities. These essential job functions will then
determine the knowledge, skills, and abilities (KSAs) the jobholder needs in order to
perform the job.
✔✔What does KSA stand for? - ✔✔KSA stands for Knowledge, Skills, and Abilities
✔✔List methods of external recruiting. - ✔✔Methods of external recruiting may include:
internet recruiting, newspaper advertisements, career fairs, employee referrals, and
employment agencies.
✔✔Explain the differences between a full-time employee and a contractor. - ✔✔Full-
Time Employees
• Work on an indefinite basis
• Report to work each day
• Have fixed work hours
• Have one employer
• Have a salary
• Have a supervisor who is a company employee
Contractors
• Work for a defined time
• Work as needed
• Do not have fixed work hours
• Work for multiple clients, not necessarily at the same time
• Receive a flat fee for all work or hourly or daily pay
• Work independently or report to another firm, a company employee coordinates the
work
,✔✔Washington v. Davis (1976)
In this case, applicants for the Washington, D.C., police department took a reading
comprehension and aptitude test that included material they would have to learn during
their training program. The city could show a relationship between success in the
training program and success as a police officer. However, a much higher percentage of
women and African-Americans failed the test than Caucasian men.
You be the judge—is the test legal? - ✔✔In this case, the Court ruled that even though
a test has an adverse impact against a protected class, the test is legal if it is job-
related.
✔✔Oncale v. Sundowner Offshore Service, Inc. (1998)
The plaintiff in this case was a heterosexual male employed on an offshore oil rig run by
Sundowner Offshore Service, Inc. Oncale claimed that his male supervisor and two
male coworkers sexually harassed and threatened him. He reported the harassment,
resigned from the company, and sued Sundowner, the supervisor, and the coworkers,
claiming both quid pro quo and hostile environment harassment.
You be the judge—was Oncale a victim of sexual harassment under Title VII based on
the fact that the case involved a male-to-male harassment claim? - ✔✔In this case, a
district court ruled that same-gender harassment was not actionable under Title VII. The
Supreme Court then reversed the lower court ruling, stating that the harassment was
"sexual" and therefore actionable,regardless of sexual orientation.
✔✔Class-Action Lawsuit against Coca-Cola (2000)In 1999, four past and current
African-American employees of Coca-Cola Company filed a class-action lawsuit in
federal court charging the company with discrimination.The claimants, representing
more than 2,200 former and current African-American employees who had held salaried
positions since 1985, accused the company of paying African-Americans less, offering
them fewer promotions, and giving them lower performance evaluation scores than
Caucasians. In fact, African-American employees were paid an average of $26,000 a
year less than their white counterparts holding similar jobs.
You be the judge—how would you address the discrepancies between how Caucasian
and African-American employees were treated at Coca-Cola? - ✔✔The U.S. District
Court in Atlanta approved a $192.5 million agreement to settle the class-action lawsuit.
This provided an average of $38,000 to each of 2,200 current and former African-
American employees. The agreement also established several policies and procedures
to improve Coca-Cola's diversity efforts
✔✔Determine whether each interview question below is legal. Circle any question you
think should NOT be asked in an interview.
1. What year were you born?
2. How do you intend to get to work?
3. What were your reasons for leaving your last job?
4. This job requires the ability to lift 30 lbs. Are you able to perform that job function?
,5. Can you work evenings and weekends?
6. Have you ever been arrested?
7. What clubs or church do you belong to?
8. Is your last name Spanish or Italian?
9. How would your last boss rate your performance?
10. What was your salary at your last job?
11. Are you planning to have more children?
12. How would you describe the amount of supervision you had at your last job?
13. Tell me about a time when you had to deal with an irate board member. How did
you deal with the situation?
14. Are you seeing a doctor right now for any problems?
15. What is your reason for applying for this job? - ✔✔1. NO, age cannot be asked in
most cases
2. NO, this is not relevant
3. YES, employers can probe for reasons someone left a former employer
4. YES, employers can ask candidates if they can carry out the job responsibilities that
would be required of them
5. YES, employers can ask the candidate's ability to work certain shifts and hours
6. NO, only convictions that pertain to the job can be asked about
7. NO, religion cannot be used in selection
8. NO, last name would identify ethnic group,which cannot be used in selection
9. YES, employers can ask about a candidate's job performance
10. YES, employers can ask what a candidate's last salary was
11. NO, employers cannot ask questions on intention to have children
12. YES,employers can ask questions about candidate's work relationship with
supervisors
13. YES, employers can ask questions about prior work experience or skills
14. NO, only questions about a candidate's physical ability to perform a specific job duty
can be asked
15. YES, employers can ask this question
✔✔Develop five "behavioral" interview questions for an on-site manager to ask. -
✔✔Examples include:
1. Tell me about a time with you had to deal with an unexpected occurrence or
emergency on the property. What was the situation and how did you handle it?
2. Tell me about a time when you had to deal with a difficult staff member.What was the
situation and how did you handle it?
3. Tell me about a time when you accomplished a task that you were particularly proud
of.10 COM201 Day 1 RM Activity Answers
4. Tell me about a time when you feel you performed poorly on the job.How could you
have performed better? What did you learn from the situation?
5. Tell me about a time when you had to deal with a dissatisfied resident.How did you
handle the situation?
✔✔Develop five "job knowledge" interview questions for an on-site manager to ask. -
✔✔Examples include:
, 1. When and how often should catch basins be cleaned?
2. Describe the process for cleaning a swimming pool.
3. Should lawns be watered during the coolest or warmest part of the day?
4. Are longer or shorter grass blades preferable?
5. Describe the risks involved if sidewalks are left un-shoveled.
✔✔What is the difference between disparate treatment and adverse impact? -
✔✔Disparate treatment occurs when individuals are treated differently because of their
membership in a protected class. Examples include: a manager who automatically
rejects Latino job applicants, using a different hiring process for woman than for men, or
disciplining African American but not Caucasian workers for violating the same
policy.Adverse impact, which may be less intentional, occurs when the equal application
of an employment standard has an unequal effect on a protected class. For example,
requiring nonessential education for a job may impact a minority group who has been
limited in access to educational opportunities.
✔✔What is a BFOQ? - ✔✔A bona fide occupational qualification is a characteristic that
must be present in all employees for a particular job. For example, a film director is
permitted to consider only females for the part of an actress. In this case, being female
is a BFOQ.
✔✔What are the two types of harassment? - ✔✔Title VII prohibits two types of
harassment: sexual harassment and harassment based on a protected class.
✔✔List three types of interview questions. - ✔✔Three types of interview questions
include: behavioral, job knowledge, and worker requirements.
✔✔What is a RJP? - ✔✔A realistic job preview is part of the entire selection process
and provides the candidate with honest and complete information about the position and
work environment. The purpose of the RJP is to give applicants as much information as
possible so that they can make informed decisions about their suitability for the job. This
means that both favorable and unfavorable information should be shared.
✔✔Janet is the Managing Agent of a condominium association. She gets along very
well with the president of her management company, and they have even become good
friends, often socializing outside of work. In her performance appraisal, the president
rates Janet very highly, even though her performance was not as strong as that of some
of the other site managers. What rater error is the president committing? - ✔✔Janet's
boss is committing a "liking" bias error. Because the boss likes Janet, Janet was given
high ratings on her performance appraisal.
✔✔Mark believes that the performance standards at his company are too low. He
assigns lower ratings across the board than other property managers at the company.
What rater error is Mark committing? - ✔✔Mark is committing a severity error. His
expectations are higher than those of other managers.
