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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  gain-sharing
B  performance coaching
C  behavioral interviews
D  destructive stress or strain
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  stressor
B  job discrimination
C  bonus pay
D  performance management system
Question #4
It refers to the awarding of pay increases in proportion to performance contributions
A  management development
B  employee value propositions
C  stress
D  merit pay
Question #5
It refers to balancing of career demands with personal and family needs
A  mood contagion
B  reverse mentoring
C  strategic human resource management
D  work-life balance
Question #6
It refers to the salary or hourly wage paid to an individual
A  moods
B  person-organization fit
C  mentoring
D  base compensation
Question #7
It refers to the inclusio of superiors, subordinates, peers, and even customers in the appraisal process
A  coaching
B  emotional intelligence
C  360-degree appraisals
D  person-job fit
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  organizational citizenship behavior
B  human resource management
C  training
D  leniency
Question #10
When you keep a log of employees’ effective and ineffective job behaviors
A  socialization
B  Competitive advantage 
C  critical-incident technique
D  organizational commitment
Question #11
When there is overemphasis on the most recent behaviors when evaluating individuals’ performance
A  financial resources 
B  job involvement
C  recency bias
D  assessment center
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  biodata methods
D  employee engagement
Question #13
It refers to the use of a checklist of traits or characteristics to evaluate performance
A  job satisfaction
B  graphic rating scale
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  performance coaching
C  stereotype
D  behavioral interviews
Question #15
It refers to the process of formally evaluating performance and providing feedback to a job holder
A  unstructured interviews
B  self-serving bias
C  performance assessment/performance review
Question #16
It sets standards, assesses results, and plans for performance improvements
A  validity
B  performance management system
C  fundamental attribution error
Question #17
It refers to the training to improve knowledge and skills in the management process
A  management development
B  reliability
C  external recruitment
D  attribution
Question #18
When younger employees mentor seniors to improve their technology skills
A  realistic job previews
B  reverse mentoring
C  employee value proposition
D  recruitment
Question #19
It assigns new hires and early-career employees as proteges to more senior employees
A  selection
B  psychological contract
C  job specifications
D  mentoring
Question #20
It occurs when an experienced employee offers performance advice to a less experienced co-worker
A  traditional recruitment
B  job description
C  perception
D  coaching
Question #21
When people switch tasks to learn multiple jobs
A  collective bargaining
B  job analysis
C  job rotation
D  internal recruitment
Question #22
It provides learning opportunities to acquire and improve job-related skills
A  social recruiting
B  training
C  human resource planning
D  labor contract
Question #23
It is a process of learning and adapting to the organizational culture
A  workplace privacy
B  validity
C  labor union
D  socialization
Question #24
It familiarizes new hires with the organization’s mission and culture, their jobs and co-workers, and performance expectations
A  onboarding/orientation
B  wrongful discharge
C  permatemps
D  reliability
Question #25
When applicants are evaluated while performing actual work tasks
A  employment-at-will
B  independent contractors
C  realistic job previews
D  work sampling
Question #26
It examines how job candidates handle simulated work situations
A  assessment center
B  comparable worth
C  selection
D  termination
Question #27
When you collect certain biographical information that has been proven to correlate with good job performance
A  early retirement incentive programs
B  sexual harassment
C  biodata methods
D  traditional recruitment
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  employment-at-will
B  social recruiting
C  behavioral interviews
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  strategic human resource management
B  bonus pay
C  unstructured interviews
D  termination
Question #31
It means that scores on a selection device have a demonstrated correlation with future job performance
A  validity
B  person-organization fit
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  reliability
C  person-job fit
D  employee assistance programs
Question #33
It provides job candidates with all pertinent information about a job and an organization, both positive and negative
A  family-friendly benefits
B  realistic job previews
C  human capital
D  base compensation
Question #34
It refers to choosing individuals to hire from a pool of qualified job applicants
A  360-degree appraisals
B  selection
C  flexible benefits
D  human resource management
Question #35
It seeks to focus on selling the job and organization to applicants
A  traditional recruitment
B  employee benefits
C  Competitive advantage 
D  multiperson comparison
Question #36
When you seek job applicants from inside the organization
A  leniency
B  internal recruitment
C  financial resources 
D  stock options
Question #37
When employers browse social media sites looking for prospective job candidates
A  strategic management 
B  critical-incident technique
C  social recruiting
D  employee stock ownership plans
Question #38
It refers to seeking job applicants from outside the organization
A  recency bias
B  work sampling
C  gain-sharing
D  external recruitment
Question #39
It refers to the set of activities designed to attract a talented pool of job applicants
A  behaviorally anchored rating scale
B  recruitment
C  assessment center
D  profit-sharing
Question #40
It lists the qualifications required of a job holder
A  biodata methods
B  job specifications
C  strategic human resource management
Question #41
It details the duties and responsibilities of a job holder
A  person-organization fit
B  job description
C  situational interviews
D  comparable worth
Question #42
It refers t o the study of what exactly is done in a job, and why
A  behavioral interviews
B  person-job fit
C  job analysis
D  sexual harassment
Question #43
It refers to the analysis of staffing needs and identifies actions to fill those needs
A  unstructured interviews
B  bona fide occupational qualifications
C  human resource planning
D  human capital
Question #44
It refers to the right to privacy while at work
A  workplace privacy
B  validity
C  affirmative action
D  human resource management
Question #45
It refers to workers that are employed in a temporary status for an extended period of time
A  Competitive advantage 
B  equal employment opportunities
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  financial resources 
C  job discrimination
D  independent contractors
Question #47
It holds that persons performing jobs of similar importance should be paid at comparable levels
A  selection
B  employee value propositions
C  strategic management 
D  comparable worth
Question #48
It refers to the behavior of a sexual nature that affects a person’s employment situation
A  sexual harassment
B  validity
C  job specifications
D  traditional recruitment
Question #49
It refers to the employment criteria justified by the capacity to perform a job
A  internal recruitment
B  bona fide occupational qualifications
C  reliability
D  job description
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  realistic job previews
C  affirmative action
D  social recruiting
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  human resource planning
C  selection
Question #52
It occurs when someone is denied a job or work assignment for reasons that are not job relevant
A  traditional recruitment
B  workplace privacy
C  equal employment opportunities
D  job discrimination
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  employee value propositions
B  permatemps
C  job discrimination
D  internal recruitment
Question #54
It refers to the mobilization of human capital to implement organizational strategies
A  independent contractors
B  employee value propositions
C  social recruiting
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  person-organization fit
B  comparable worth
C  external recruitment
D  strategic human resource management
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  recruitment
B  person-job fit
C  sexual harassment
D  person-organization fit
Question #57
It refers to the economic value of people with job-relevant knowledge, skills, abilities, ideas, energies, and commitments
A  human capital
B  person-job fit
C  bona fide occupational qualifications
Question #58
It refers to the process of attracting, developing, and maintaining a talented workforce
A  human capital
B  job description
C  affirmative action
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  Vision 
B  Competitive advantage 
C  Mission 
D  Strategy
Question #60
Typical sources of competitive advantage are technology, cost and quality, knowledge and speed, barriers to entry, and _____.
A  financial resources 
B  empowerment of employees 
C  creativity
D  a transnational strategy 
E  a multi domestic strategy 
Question #61
The essence of _____ is formulating and implementing strategies.
A  a functional strategy 
B  strategic management 
C  a mission 
D  a vision
E  strategy analysis 
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  co-opetition. 
C  globalization. 
D  vertical integration.
E  downsizing. 
Question #64
Adopting standardized products and advertising for use worldwide is called a(n):
A  transnational strategy. 
B  turnaround strategy. 
C  globalization strategy. 
D  multi-domestic strategy. 
E  downsizing strategy.
Question #65
Acquiring or investing in new and different businesses is which type of growth strategy?
A  Divestiture
B  Restructuring 
C  Concentration 
D  Retrenchment 
E  Diversification 
Question #66
A _____is the ability to outperform rivals in ways that are difficult or costly to imitate.
A  competitive analysis 
B  strategy 
C  sustainable competitive advantage
D  SWOT analysis 
E  strategic intent 
Question #67
A _____ offers a unique product to a special market segment.
A  differentiation 
B  cost leadership
C  globalization 
D  focused cost leadership 
E  focused 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  focal groups
C  stockholders 
D  employees 
E  special interest groups 
Question #69
_____is the intentional distortion of information to make appear most favorable to the recipient.
A  Information filtering 
B  Noise 
C  Disruptive communication 
D  A mixed message
E  Dysfunctional communication 
Question #70
_____ listening helps the source of a message say what he or she really means.
A  Active 
B  Accommodative
C  Collaborative
D  Assertive 
E  Passive 
Question #71
The pathway through which a message moves from a sender to receiver is called:
A  an email. 
B  an ear. 
C  delivery vehicle. 
D  a communication channel.
E  a memo. 
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  win-win 
B  lose-lose 
C  win-lose
D  competitive 
E  collaborative 
Question #74
Having trust, respect, and integrity in the eyes of others is known as:
A  communication
B  persuasion.
C  filtering. 
D  credibility
E  nonverbal communication.
Question #75
Giving feedback directly and with real feeling, based on trust between you and the receiver is an example of _____.
A  constructive feedback 
B  substantive conflict 
C  active listening
D  space design 
E  destructive feedback 
Question #76
A _____results when words communicate one message while actions, body language, or appearance communicate something else.
A  status effect 
B  filter 
C  space design
D  richness of channel selection 
E  mixed message
Question #77
A mixed message occurs when _____.
A  a person gives the original message in written form and receives the feedback orally.
B  a person’s words communicate one message while actions, body language, or appearance communicate something else
C  the person sending the message is from a different culture than the person receiving the message.
D  a person uses both written and oral communication channels at the same time.
E  the person sending the message uses two languages. 
Question #78
A disagreement over issues of substance and/or an emotional antagonism is called a(n) _____.
A  conflict
B  avoidance 
C  feedback 
D  mediation 
E  conflict resolution 
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