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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 2

Navigation   » List of Schools  »  California State University, Northridge  »  Management  »  Management 360 – Management and Organizational Behavior  »  2019  »  Reviewer 2

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

Question #1
When women get criticized for displaying stereotypical male leadership characteristics and also for displaying stereotypical female leadership characteristics
A  leadership double bind
B  psychological contract
C  stressor
D  strategic opportunism
Question #2
It holds that males and females have similar psychological properties
A  stress
B  perception
C  gender similarities hypothesis
D  multidimensional thinking
Question #3
It refers to the ability to manage our emotions in social relationships
A  collective bargaining
B  emotional intelligence
C  mood contagion
D  intuitive thinking
Question #4
It refers to leadership that is inspirational and arouses extraordinary effort and performance
A  systematic thinking
B  labor contract
C  transformational leadership
D  moods
Question #5
It inspires followers in extraordinary ways
A  charismatic leader
B  problem seekers
C  emotional intelligence
D  labor union
Question #6
It is made by a leader after receiving information, advice, or opinions from group members
A  consultative decision
B  emotions
C  problem solvers
D  wrongful discharge
Question #7
It is made by the leader and then communicated to the group
A  problem avoiders
B  employment-at-will
C  organizational citizenship behavior
D  authority decision
Question #8
It seeks to factor in the work setting that direct work efforts without the involvement of a leader
A  termination
B  organizational commitment
C  referent power
D  substitutes for leadership
Question #9
It emphasizes both tasks and people
A  job involvement
B  democratic leader
C  social capital
D  early retirement incentive programs
Question #10
It is used in Fiedler’s contingency model to measure leadership style
A  employee assistance programs
B  information and networking power
C  employee engagement
D  least-preferred co-worker scale
Question #11
It has a “do the best you can and don’t bother me” attitude
A  job satisfaction
B  family-friendly benefits
C  human capital
D  laissez-faire leader
Question #12
When a person emphasizes people over task
A  flexible benefits
B  human relations leader
C  decision making
D  expert power
Question #13
When someone acts in a command-and-control fashion
A  legitimate power
B  autocratic leader
C  restricted communication network
Question #14
It refers to a recurring pattern of behaviors exhibited by a leader
A  leadership style
B  coercive power
C  centralized communication network
D  organizational citizenship behavior
Question #15
It refers to the act of joining with a leader to accomplish tasks and goals
A  reward power
B  organizational commitment
C  followership
D  decentralized communication network
Question #16
It enables others to gain and use decision-making power
A  empowerment
B  power
C  disruptive activities
D  job involvement
Question #17
Follower-centered and committed to helping others in their work
A  employee engagement
B  leadership
C  servant leadership
D  distributed leadership
Question #18
When someone brings to the situation a clear sense of the future and an understanding of how to get there
A  job satisfaction
B  visionary leadership
C  task activity
D  personal wellness
Question #19
It refers to a clear sense of the future
A  vision
B  workplace rage
C  cognitive dissonance
D  cohesiveness
Question #20
It refers to the capacity to influence other people because of their desire to identify personally with you
A  job burnout
B  attitude
C  team virtuousness
D  referent power
Question #21
It refers to the ability to get things done because of who you know
A  social capital
B  Type A personality
C  destructive stress or strain
D  norm
Question #22
It refers to the ability to influence others through access to information and contacts with other people
A  self-monitoring
B  constructive stress or eustress
C  information and networking power
D  team process
Question #23
It refers to the ability to get things done based on what we know and can do
A  human capital
B  machiavellianism
C  team diversity
D  stressor
Question #24
It refers to the capacity to influence others’ because of specialized knowledge
A  stress
B  authoritarianism
C  effective team
D  expert power
Question #25
It refers to the capacity to influence others by virtue of formal authority, or the rights of office
A  mood contagion
B  team building
C  locus of control
D  legitimate power
Question #26
It refers to the capacity to punish or withhold positive outcomes as a means of influencing other people
A  bounded rationality
B  technology personality
C  coercive power
D  moods
Question #27
It refers to the capacity to offer something of value as a means of influencing other people
A  personality
B  reward power
C  emotional intelligence
D  optimizing decision
Question #28
It refers to the ability to get others to do something you want done or to make things happen the way you want
A  emotions
B  power
C  classical decision model
D  impression management
Question #29
It refers to the process of inspiring others to work hard to accomplish important tasks
A  leadership
B  cost-benefit analysis
C  gender similarities hypothesis
D  selective perception
Question #30
It refers to the pursuit of one’s full potential through a personal health-promotion program
A  personal wellness
B  unintended consequences
C  emotional intelligence
D  projection
Question #31
It refers to showing aggressive behavior toward co-workers or the work setting
A  transformational leadership
B  workplace rage
C  decision-making process
D  data mining
Question #32
It refers to the feeling of physical and mental exhaustion from work stress
A  charismatic leader
B  uncertain environment
C  management information systems
D  job burnout
Question #33
It refers to negative stress outcome that impairs the performance and well-being of an individual
A  destructive stress or strain
B  information
C  risk environment
D  consultative decision
Question #34
It refers to the positive stress outcome that can increase effort, stimulate creativity, and encourage diligence in one’s work
A  data
B  certain environment
C  authority decision
D  constructive stress or eustress
Question #35
It refers to anything that causes tension
A  analytical competency
B  substitutes for leadership
C  stressor
D  crisis decision
Question #36
a state of tension caused by extraordinary demands, constraints, or opportunities
A  democratic leader
B  information competency
C  stress
D  non-programmed decision
Question #37
It refers to the spillover of one’s positive or negative moods to others
A  technological competency
B  least-preferred co-worker scale
C  unstructured problems
D  mood contagion
Question #38
It refers to the generalized positive and negative feelings or states of mind
A  programmed decision
B  moral overconfidence
C  laissez-faire leader
D  moods
Question #39
It refers to the ability to understand emotions and manage relationships effectively
A  emotional intelligence
B  structured problems
C  human relations leader
D  moral overconfidence
Question #40
It refers to strong feelings directed toward someone or something
A  emotions
B  autocratic leader
C  business intelligence
D  integrity
Question #41
It refers to a willingness to “go beyond the call of duty” or “go the extra mile” in one’s work
A  organizational citizenship behavior
B  moral leadership
C  vision
D  big data
Question #42
It refers to the loyalty an individual feels toward the organization
A  organizational commitment
B  data mining
C  referent power
D  interactive leaders
Question #43
It refers to the extent to which an individual feels dedicated to a job
A  management information systems
B  job involvement
C  social capital
D  leadership double bind
Question #44
It refers to a strong positive feeling about one’s job and the organization
A  employee engagement
B  information
C  gender similarities hypothesis
D  information and networking power
Question #45
It refers to the degree to which an individual feels positive or negative about a job
A  human capital
B  emotional intelligence
C  job satisfaction
D  data
Question #46
It refers to the discomfort felt when attitude and behavior are inconsistent
A  expert power
B  transformational leadership
C  analytical competency
D  cognitive dissonance
Question #47
It refers to a predisposition to act in a certain way
A  charismatic leader
B  information competency
C  legitimate power
D  attitude
Question #48
It refers to a person oriented toward extreme achievement, impatience, and perfectionism
A  consultative decision
B  technological competency
C  Type A personality
D  coercive power
Question #49
It refers to the degree to which someone is able to adjust behavior in response to external factors
A  reward power
B  moral overconfidence
C  self-monitoring
D  authority decision
Question #50
It refers to the extent to which someone is emotionally detached and manipulative
A  moral overconfidence
B  power
C  machiavellianism
D  substitutes for leadership
Question #51
It refers to the degree to which a person tends to defer to authority
A  democratic leader
B  leadership
C  authoritarianism
D  integrity
Question #52
It refers to the extent to which one believes that what happens is within one’s control
A  locus of control
B  moral leadership
C  least-preferred co-worker scale
D  personal wellness
Question #53
It reflects levels of social media use and how media are used to connect to others
A  laissez-faire leader
B  technology personality
C  workplace rage
D  interactive leaders
Question #54
It refers to the profile of characteristics making a person unique from others
A  assessment center
B  human relations leader
C  personality
D  leadership double bind
Question #55
It refers to the systematic attempt to influence how others perceive us
A  impression management
B  work-life balance
C  biodata methods
D  autocratic leader
Question #56
It refers to the tendency to define problems from one’s own point of view
A  base compensation
B  situational interviews
C  leadership style
D  selective perception
Question #57
It refers to the assignment of personal attributes to other individuals
A  performance management system
B  360-degree appraisals
C  behavioral interviews
D  projection
Question #58
It occurs when one attribute is used to develop an overall impression of a person or situation
A  multiperson comparison
B  halo effect
C  management development
D  unstructured interviews
Question #59
It occurs when attributes commonly associated with a group are assigned to an individual
A  validity
B  stereotype
C  leniency
D  reverse mentoring
Question #60
It refers to explaining personal success by internal causes and personal failures by external causes
A  self-serving bias
B  mentoring
C  reliability
D  critical-incident technique
Question #61
When you overestimate internal factors and underestimate external factors driving individual behavior
A  realistic job previews
B  fundamental attribution error
C  coaching
D  recency bias
Question #62
It refers to the process of explaining events
A  attribution
B  behaviorally anchored rating scale
C  selection
D  job rotation
Question #63
It refers to the organization’s intentions for creating value for both the employee and employer sides of the psychological contract
A  graphic rating scale
B  traditional recruitment
C  employee value proposition
D  training
Question #64
It refers to the set of individual expectations about the employment relationship
A  self-monitoring
B  socialization
C  psychological contract
D  performance coaching
Question #65
It refers to the process through which people receive, organize, and interpret information from the environment
A  onboarding/orientation
B  performance assessment/performance review
C  machiavellianism
D  perception
Question #66
It refers to the process of negotiating, administering, and interpreting a labor contract
A  authoritarianism
B  stress
C  collective bargaining
D  work sampling
Question #67
It refers to a formal agreement between a union and an employer about the terms of work for union members
A  locus of control
B  mood contagion
C  labor contract
D  management development
Question #68
It refers to an organization that deals with employers on the workers’ collective behalf
A  technology personality
B  moods
C  reverse mentoring
D  labor union
Question #69
It refers to the doctrine giving workers legal protections against discriminatory firings
A  emotional intelligence
B  mentoring
C  wrongful discharge
D  personality
Question #70
It means that employees can be terminated at any time for any reason
A  coaching
B  impression management
C  employment-at-will
D  emotions
Question #71
It refers to the involuntary dismissal of an employee
A  job rotation
B  organizational citizenship behavior
C  selective perception
D  termination
Question #72
It refers to offering workers financial incentives to retire early
A  early retirement incentive programs
B  organizational commitment
C  projection
D  training
Question #73
It refers to helping employees cope with personal stresses and problems
A  job involvement
B  halo effect
C  employee assistance programs
D  socialization
Question #74
It refers to benefits helping employees achieve better work-life balance
A  onboarding/orientation
B  employee engagement
C  family-friendly benefits
D  stereotype
Question #75
It refers to programs that allow employees to choose from a range of benefit options
A  self-serving bias
B  work sampling
C  flexible benefits
D  job satisfaction
Question #76
It refers to non-monetary forms of compensation such as health insurance and retirement plans
A  employee benefits
B  assessment center
C  fundamental attribution error
D  cognitive dissonance
Question #77
It refers to giving the right to purchase shares at a fixed price in the future
A  workplace rage
B  stock options
C  biodata methods
D  attribution
Question #78
It refers to helping employees purchase stock in their employing companies
A  job burnout
B  graphic rating scale
C  employee stock ownership plans
D  situational interviews
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