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