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Fresh Grad Lands Job as Real Estate Agent With Help from Professional Writers

People go to websites to get the information they desperately need.  They could be looking for an answer to a nagging question.  They might be looking for help in completing an important task.  For recent graduates, they might be looking for ways on how to prepare a comprehensive resume that can capture the attention of the hiring manager

Manush is a recent graduate from a prestigious university in California who is looking for a job opportunity as a real estate agent.  While he already has samples provided by his friends, he still feels something lacking in his resume.  Specifically, the he believes that his professional objective statement lacks focus and clarity. 

Thus, he sought our assistance in improving editing and proofreading his resume. 

In revising his resume, iwritegigs highlighted his soft skills such as his communication skills, ability to negotiate, patience and tactfulness.  In the professional experience part, our team added some skills that are aligned with the position he is applying for.

When he was chosen for the real estate agent position, he sent us this thank you note:

“Kudos to the team for a job well done.  I am sincerely appreciative of the time and effort you gave on my resume.  You did not only help me land the job I had always been dreaming of but you also made me realize how important adding those specific keywords to my resume!  Cheers!

Manush’s story shows the importance of using powerful keywords to his resume in landing the job he wanted.

Reviewer 1

Navigation   » List of Schools  »  California State University, Northridge  »  Management  »  Management 360 – Management and Organizational Behavior  »  2019  »  Reviewer 1

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Below are the questions for the exam with the choices of answers:

Question #1
It refers to plans to allow employees to share in cost savings or productivity gains realized by their efforts
A  performance coaching
B  behavioral interviews
C  destructive stress or strain
D  gain-sharing
Question #2
It refers to plans to distribute to employees a proportion of net profits earned by the organization
A  performance assessment/performance review
B  profit-sharing
C  unstructured interviews
D  constructive stress or eustress
Question #3
It refers to the provision of one-time payments based on performance accomplishments
A  bonus pay
B  stressor
C  performance management system
D  job discrimination
Question #4
It refers to the awarding of pay increases in proportion to performance contributions
A  stress
B  management development
C  merit pay
D  employee value propositions
Question #5
It refers to balancing of career demands with personal and family needs
A  strategic human resource management
B  work-life balance
C  mood contagion
D  reverse mentoring
Question #6
It refers to the salary or hourly wage paid to an individual
A  person-organization fit
B  base compensation
C  moods
D  mentoring
Question #7
It refers to the inclusio of superiors, subordinates, peers, and even customers in the appraisal process
A  emotional intelligence
B  360-degree appraisals
C  person-job fit
D  coaching
Question #8
It refers to the comparison of one person’s performance with that of others
A  emotions
B  job rotation
C  multiperson comparison
D  human capital
Question #9
It refers to the tendency to give employees a higher performance rating than they deserve
A  human resource management
B  leniency
C  training
D  organizational citizenship behavior
Question #10
When you keep a log of employees’ effective and ineffective job behaviors
A  Competitive advantage 
B  critical-incident technique
C  organizational commitment
D  socialization
Question #11
When there is overemphasis on the most recent behaviors when evaluating individuals’ performance
A  recency bias
B  assessment center
C  job involvement
D  financial resources 
Question #12
It refers to the use of specific descriptions of actual behaviors to rate various levels of performance
A  strategic management 
B  behaviorally anchored rating scale
C  employee engagement
D  biodata methods
Question #13
It refers to the use of a checklist of traits or characteristics to evaluate performance
A  graphic rating scale
B  job satisfaction
C  situational interviews
D  halo effect
Question #14
It provides frequent and developmental feedback for how a worker can improve job performance
A  cognitive dissonance
B  behavioral interviews
C  stereotype
D  performance coaching
Question #15
It refers to the process of formally evaluating performance and providing feedback to a job holder
A  performance assessment/performance review
B  unstructured interviews
C  self-serving bias
Question #16
It sets standards, assesses results, and plans for performance improvements
A  validity
B  fundamental attribution error
C  performance management system
Question #17
It refers to the training to improve knowledge and skills in the management process
A  external recruitment
B  attribution
C  reliability
D  management development
Question #18
When younger employees mentor seniors to improve their technology skills
A  reverse mentoring
B  realistic job previews
C  recruitment
D  employee value proposition
Question #19
It assigns new hires and early-career employees as proteges to more senior employees
A  psychological contract
B  job specifications
C  mentoring
D  selection
Question #20
It occurs when an experienced employee offers performance advice to a less experienced co-worker
A  job description
B  traditional recruitment
C  perception
D  coaching
Question #21
When people switch tasks to learn multiple jobs
A  job analysis
B  collective bargaining
C  job rotation
D  internal recruitment
Question #22
It provides learning opportunities to acquire and improve job-related skills
A  human resource planning
B  social recruiting
C  labor contract
D  training
Question #23
It is a process of learning and adapting to the organizational culture
A  validity
B  workplace privacy
C  socialization
D  labor union
Question #24
It familiarizes new hires with the organization’s mission and culture, their jobs and co-workers, and performance expectations
A  reliability
B  wrongful discharge
C  permatemps
D  onboarding/orientation
Question #25
When applicants are evaluated while performing actual work tasks
A  work sampling
B  realistic job previews
C  employment-at-will
D  independent contractors
Question #26
It examines how job candidates handle simulated work situations
A  assessment center
B  selection
C  termination
D  comparable worth
Question #27
When you collect certain biographical information that has been proven to correlate with good job performance
A  traditional recruitment
B  biodata methods
C  sexual harassment
D  early retirement incentive programs
Question #28
When the interviewer asks job applicants how they would react in specific situations
A  internal recruitment
B  bona fide occupational qualifications
C  situational interviews
Question #29
When the intervewer ask job applicants about past behaviors
A  behavioral interviews
B  social recruiting
C  employment-at-will
D  affirmative action
Question #30
When the interviewer does not work from a formal and pre-established list of questions that is asked of all interviewees
A  unstructured interviews
B  strategic human resource management
C  termination
D  bonus pay
Question #31
It means that scores on a selection device have a demonstrated correlation with future job performance
A  person-organization fit
B  validity
C  early retirement incentive programs
D  merit pay
Question #32
It means that a selection device repeatedly gives consistent results
A  work-life balance
B  employee assistance programs
C  reliability
D  person-job fit
Question #33
It provides job candidates with all pertinent information about a job and an organization, both positive and negative
A  base compensation
B  human capital
C  realistic job previews
D  family-friendly benefits
Question #34
It refers to choosing individuals to hire from a pool of qualified job applicants
A  flexible benefits
B  360-degree appraisals
C  selection
D  human resource management
Question #35
It seeks to focus on selling the job and organization to applicants
A  Competitive advantage 
B  multiperson comparison
C  traditional recruitment
D  employee benefits
Question #36
When you seek job applicants from inside the organization
A  internal recruitment
B  leniency
C  stock options
D  financial resources 
Question #37
When employers browse social media sites looking for prospective job candidates
A  employee stock ownership plans
B  social recruiting
C  strategic management 
D  critical-incident technique
Question #38
It refers to seeking job applicants from outside the organization
A  work sampling
B  recency bias
C  external recruitment
D  gain-sharing
Question #39
It refers to the set of activities designed to attract a talented pool of job applicants
A  behaviorally anchored rating scale
B  profit-sharing
C  assessment center
D  recruitment
Question #40
It lists the qualifications required of a job holder
A  strategic human resource management
B  job specifications
C  biodata methods
Question #41
It details the duties and responsibilities of a job holder
A  comparable worth
B  person-organization fit
C  situational interviews
D  job description
Question #42
It refers t o the study of what exactly is done in a job, and why
A  job analysis
B  behavioral interviews
C  sexual harassment
D  person-job fit
Question #43
It refers to the analysis of staffing needs and identifies actions to fill those needs
A  human capital
B  bona fide occupational qualifications
C  human resource planning
D  unstructured interviews
Question #44
It refers to the right to privacy while at work
A  affirmative action
B  validity
C  workplace privacy
D  human resource management
Question #45
It refers to workers that are employed in a temporary status for an extended period of time
A  equal employment opportunities
B  Competitive advantage 
C  reliability
D  permatemps
Question #46
It refers to those who are hired as needed and are not part of the organization’s permanent workforce
A  realistic job previews
B  job discrimination
C  independent contractors
D  financial resources 
Question #47
It holds that persons performing jobs of similar importance should be paid at comparable levels
A  selection
B  comparable worth
C  strategic management 
D  employee value propositions
Question #48
It refers to the behavior of a sexual nature that affects a person’s employment situation
A  sexual harassment
B  traditional recruitment
C  validity
D  job specifications
Question #49
It refers to the employment criteria justified by the capacity to perform a job
A  internal recruitment
B  job description
C  reliability
D  bona fide occupational qualifications
Question #50
It refers to the effort to give preference in employment to women and minority group members who have traditionally been underrepresented
A  job analysis
B  affirmative action
C  social recruiting
D  realistic job previews
Question #51
It refers to the requirement that employment decisions be made without regard to sex, race, color, ethnicity, national origin, able-bodiedness, or religion
A  equal employment opportunities
B  selection
C  human resource planning
Question #52
It occurs when someone is denied a job or work assignment for reasons that are not job relevant
A  job discrimination
B  traditional recruitment
C  workplace privacy
D  equal employment opportunities
Question #53
It refers to the packages of opportunities and rewards that make diverse and talented people want to belong to and work hard for the organization
A  job discrimination
B  employee value propositions
C  permatemps
D  internal recruitment
Question #54
It refers to the mobilization of human capital to implement organizational strategies
A  social recruiting
B  independent contractors
C  employee value propositions
D  strategic human resource management
Question #55
It refers to the extent to which an individual’s values, interests, and behavior are consistent with the culture of the organization
A  comparable worth
B  strategic human resource management
C  person-organization fit
D  external recruitment
Question #56
It refers to the extent to which an individual’s knowledge, skills, experiences and personal characteristics are consistent with the requirements of their work
A  person-job fit
B  person-organization fit
C  recruitment
D  sexual harassment
Question #57
It refers to the economic value of people with job-relevant knowledge, skills, abilities, ideas, energies, and commitments
A  bona fide occupational qualifications
B  human capital
C  person-job fit
Question #58
It refers to the process of attracting, developing, and maintaining a talented workforce
A  human capital
B  affirmative action
C  job description
D  human resource management
Question #59
Pershing General Hospital is a 125-bed, primary-care facility located in a rural area. As there are no other hospitals within 50 miles, it provides the one and only, high-quality emergency, primary care, and retail pharmacy within its service area. This is considered Pershing General Hospital’s:
A  Competitive advantage 
B  Mission 
C  Vision 
D  Strategy
Question #60
Typical sources of competitive advantage are technology, cost and quality, knowledge and speed, barriers to entry, and _____.
A  empowerment of employees 
B  creativity
C  financial resources 
D  a multi domestic strategy 
E  a transnational strategy 
Question #61
The essence of _____ is formulating and implementing strategies.
A  a functional strategy 
B  strategic management 
C  a mission 
D  strategy analysis 
E  a vision
Question #62
Organizational culture is the predominant value system for the organization as a whole.
A  FALSE
B  TRUE
Question #63
Decreasing the size of operations is called:
A  diversification. 
B  vertical integration.
C  downsizing. 
D  co-opetition. 
E  globalization. 
Question #64
Adopting standardized products and advertising for use worldwide is called a(n):
A  multi-domestic strategy. 
B  transnational strategy. 
C  turnaround strategy. 
D  downsizing strategy.
E  globalization strategy. 
Question #65
Acquiring or investing in new and different businesses is which type of growth strategy?
A  Retrenchment 
B  Concentration 
C  Restructuring 
D  Divestiture
E  Diversification 
Question #66
A _____is the ability to outperform rivals in ways that are difficult or costly to imitate.
A  sustainable competitive advantage
B  strategic intent 
C  competitive analysis 
D  strategy 
E  SWOT analysis 
Question #67
A _____ offers a unique product to a special market segment.
A  focused differentiation 
B  focused cost leadership 
C  globalization 
D  cost leadership
E  differentiation 
Question #68
A clear sense of mission helps managers act in ways so that the organization inspires the support and respect of _____, the individuals and groups directly affected by the organization and its strategic accomplishments.
A  stakeholders
B  stockholders 
C  employees 
D  focal groups
E  special interest groups 
Question #69
_____is the intentional distortion of information to make appear most favorable to the recipient.
A  A mixed message
B  Information filtering 
C  Noise 
D  Dysfunctional communication 
E  Disruptive communication 
Question #70
_____ listening helps the source of a message say what he or she really means.
A  Passive 
B  Active 
C  Assertive 
D  Collaborative
E  Accommodative
Question #71
The pathway through which a message moves from a sender to receiver is called:
A  delivery vehicle. 
B  a memo. 
C  a communication channel.
D  an email. 
E  an ear. 
Question #72
Presenting a message in a manner that causes the other person to support it is called:
A  communication. 
B  filtering. 
C  credibility. 
D  persuasion. 
E  nonverbal communication.
Question #73
In a _____ conflict, no one achieves his or her true desires, and the underlying reasons for conflict remain unaffected.
A  lose-lose 
B  collaborative 
C  win-lose
D  competitive 
E  win-win 
Question #74
Having trust, respect, and integrity in the eyes of others is known as:
A  filtering. 
B  nonverbal communication.
C  persuasion.
D  communication
E  credibility
Question #75
Giving feedback directly and with real feeling, based on trust between you and the receiver is an example of _____.
A  active listening
B  substantive conflict 
C  space design 
D  destructive feedback 
E  constructive feedback 
Question #76
A _____results when words communicate one message while actions, body language, or appearance communicate something else.
A  status effect 
B  space design
C  filter 
D  mixed message
E  richness of channel selection 
Question #77
A mixed message occurs when _____.
A  the person sending the message is from a different culture than the person receiving the message.
B  a person gives the original message in written form and receives the feedback orally.
C  a person uses both written and oral communication channels at the same time.
D  the person sending the message uses two languages. 
E  a person’s words communicate one message while actions, body language, or appearance communicate something else
Question #78
A disagreement over issues of substance and/or an emotional antagonism is called a(n) _____.
A  avoidance 
B  mediation 
C  conflict resolution 
D  feedback 
E  conflict
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“Kudos to the team for a job well done.  I am sincerely appreciative of the time and effort you gave on my resume.  You did not only help me land the job I had always been dreaming of but you also made me realize how important adding those specific keywords to my resume!  Cheers!

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