Register
Client Area

iWriteGigs

support@iwritegigs.com
Facebook-f
Register
Client Area

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

Need help with your exam preparation?


Existing Quiz Clients Login here

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  destructive stress or strain
C  behavioral interviews
D  gain-sharing
Question #2
It refers to plans to distribute to employees a proportion of net profits earned by the organization
A  constructive stress or eustress
B  performance assessment/performance review
C  unstructured interviews
D  profit-sharing
Question #3
It refers to the provision of one-time payments based on performance accomplishments
A  stressor
B  performance management system
C  job discrimination
D  bonus pay
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  work-life balance
B  reverse mentoring
C  mood contagion
D  strategic human resource management
Question #6
It refers to the salary or hourly wage paid to an individual
A  moods
B  base compensation
C  mentoring
D  person-organization fit
Question #7
It refers to the inclusio of superiors, subordinates, peers, and even customers in the appraisal process
A  person-job fit
B  emotional intelligence
C  coaching
D  360-degree appraisals
Question #8
It refers to the comparison of one person’s performance with that of others
A  emotions
B  human capital
C  multiperson comparison
D  job rotation
Question #9
It refers to the tendency to give employees a higher performance rating than they deserve
A  organizational citizenship behavior
B  leniency
C  human resource management
D  training
Question #10
When you keep a log of employees’ effective and ineffective job behaviors
A  critical-incident technique
B  socialization
C  Competitive advantage 
D  organizational commitment
Question #11
When there is overemphasis on the most recent behaviors when evaluating individuals’ performance
A  financial resources 
B  assessment center
C  job involvement
D  recency bias
Question #12
It refers to the use of specific descriptions of actual behaviors to rate various levels of performance
A  behaviorally anchored rating scale
B  strategic management 
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  halo effect
D  situational interviews
Question #14
It provides frequent and developmental feedback for how a worker can improve job performance
A  behavioral interviews
B  performance coaching
C  cognitive dissonance
D  stereotype
Question #15
It refers to the process of formally evaluating performance and providing feedback to a job holder
A  performance assessment/performance review
B  self-serving bias
C  unstructured interviews
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  attribution
B  management development
C  reliability
D  external recruitment
Question #18
When younger employees mentor seniors to improve their technology skills
A  employee value proposition
B  realistic job previews
C  recruitment
D  reverse mentoring
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  perception
B  job description
C  traditional recruitment
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  human resource planning
C  labor contract
D  training
Question #23
It is a process of learning and adapting to the organizational culture
A  labor union
B  workplace privacy
C  validity
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  reliability
D  permatemps
Question #25
When applicants are evaluated while performing actual work tasks
A  independent contractors
B  work sampling
C  employment-at-will
D  realistic job previews
Question #26
It examines how job candidates handle simulated work situations
A  comparable worth
B  assessment center
C  selection
D  termination
Question #27
When you collect certain biographical information that has been proven to correlate with good job performance
A  traditional recruitment
B  sexual harassment
C  early retirement incentive programs
D  biodata methods
Question #28
When the interviewer asks job applicants how they would react in specific situations
A  internal recruitment
B  situational interviews
C  bona fide occupational qualifications
Question #29
When the intervewer ask job applicants about past behaviors
A  behavioral interviews
B  social recruiting
C  affirmative action
D  employment-at-will
Question #30
When the interviewer does not work from a formal and pre-established list of questions that is asked of all interviewees
A  termination
B  unstructured interviews
C  bonus pay
D  strategic human resource management
Question #31
It means that scores on a selection device have a demonstrated correlation with future job performance
A  merit pay
B  person-organization fit
C  early retirement incentive programs
D  validity
Question #32
It means that a selection device repeatedly gives consistent results
A  work-life balance
B  person-job fit
C  reliability
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  human capital
B  family-friendly benefits
C  base compensation
D  realistic job previews
Question #34
It refers to choosing individuals to hire from a pool of qualified job applicants
A  selection
B  360-degree appraisals
C  flexible benefits
D  human resource management
Question #35
It seeks to focus on selling the job and organization to applicants
A  multiperson comparison
B  employee benefits
C  traditional recruitment
D  Competitive advantage 
Question #36
When you seek job applicants from inside the organization
A  financial resources 
B  stock options
C  internal recruitment
D  leniency
Question #37
When employers browse social media sites looking for prospective job candidates
A  social recruiting
B  critical-incident technique
C  employee stock ownership plans
D  strategic management 
Question #38
It refers to seeking job applicants from outside the organization
A  external recruitment
B  work sampling
C  recency bias
D  gain-sharing
Question #39
It refers to the set of activities designed to attract a talented pool of job applicants
A  recruitment
B  assessment center
C  profit-sharing
D  behaviorally anchored rating scale
Question #40
It lists the qualifications required of a job holder
A  job specifications
B  biodata methods
C  strategic human resource management
Question #41
It details the duties and responsibilities of a job holder
A  comparable worth
B  job description
C  situational interviews
D  person-organization fit
Question #42
It refers t o the study of what exactly is done in a job, and why
A  behavioral interviews
B  sexual harassment
C  job analysis
D  person-job fit
Question #43
It refers to the analysis of staffing needs and identifies actions to fill those needs
A  bona fide occupational qualifications
B  unstructured interviews
C  human capital
D  human resource planning
Question #44
It refers to the right to privacy while at work
A  affirmative action
B  validity
C  human resource management
D  workplace privacy
Question #45
It refers to workers that are employed in a temporary status for an extended period of time
A  reliability
B  Competitive advantage 
C  permatemps
D  equal employment opportunities
Question #46
It refers to those who are hired as needed and are not part of the organization’s permanent workforce
A  job discrimination
B  financial resources 
C  independent contractors
D  realistic job previews
Question #47
It holds that persons performing jobs of similar importance should be paid at comparable levels
A  selection
B  comparable worth
C  employee value propositions
D  strategic management 
Question #48
It refers to the behavior of a sexual nature that affects a person’s employment situation
A  traditional recruitment
B  sexual harassment
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  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  realistic job previews
B  job analysis
C  social recruiting
D  affirmative action
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  selection
B  equal employment opportunities
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  equal employment opportunities
B  traditional recruitment
C  job discrimination
D  workplace privacy
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  permatemps
B  internal recruitment
C  employee value propositions
D  job discrimination
Question #54
It refers to the mobilization of human capital to implement organizational strategies
A  independent contractors
B  social recruiting
C  strategic human resource management
D  employee value propositions
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  external recruitment
B  comparable worth
C  person-organization fit
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  bona fide occupational qualifications
C  person-job fit
Question #58
It refers to the process of attracting, developing, and maintaining a talented workforce
A  affirmative action
B  human capital
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  Strategy
B  Competitive advantage 
C  Mission 
D  Vision 
Question #60
Typical sources of competitive advantage are technology, cost and quality, knowledge and speed, barriers to entry, and _____.
A  creativity
B  a transnational strategy 
C  a multi domestic strategy 
D  financial resources 
E  empowerment of employees 
Question #61
The essence of _____ is formulating and implementing strategies.
A  strategic management 
B  a functional strategy 
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  TRUE
B  FALSE
Question #63
Decreasing the size of operations is called:
A  downsizing. 
B  co-opetition. 
C  diversification. 
D  vertical integration.
E  globalization. 
Question #64
Adopting standardized products and advertising for use worldwide is called a(n):
A  transnational strategy. 
B  downsizing strategy.
C  globalization strategy. 
D  turnaround strategy. 
E  multi-domestic strategy. 
Question #65
Acquiring or investing in new and different businesses is which type of growth strategy?
A  Diversification 
B  Retrenchment 
C  Concentration 
D  Restructuring 
E  Divestiture
Question #66
A _____is the ability to outperform rivals in ways that are difficult or costly to imitate.
A  SWOT analysis 
B  strategy 
C  competitive analysis 
D  sustainable competitive advantage
E  strategic intent 
Question #67
A _____ offers a unique product to a special market segment.
A  cost leadership
B  globalization 
C  focused cost leadership 
D  focused differentiation 
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  special interest groups 
B  stakeholders
C  employees 
D  focal groups
E  stockholders 
Question #69
_____is the intentional distortion of information to make appear most favorable to the recipient.
A  A mixed message
B  Noise 
C  Disruptive communication 
D  Information filtering 
E  Dysfunctional communication 
Question #70
_____ listening helps the source of a message say what he or she really means.
A  Accommodative
B  Active 
C  Assertive 
D  Collaborative
E  Passive 
Question #71
The pathway through which a message moves from a sender to receiver is called:
A  a communication channel.
B  an ear. 
C  delivery vehicle. 
D  an email. 
E  a memo. 
Question #72
Presenting a message in a manner that causes the other person to support it is called:
A  communication. 
B  persuasion. 
C  credibility. 
D  filtering. 
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-lose
B  competitive 
C  lose-lose 
D  win-win 
E  collaborative 
Question #74
Having trust, respect, and integrity in the eyes of others is known as:
A  nonverbal communication.
B  persuasion.
C  credibility
D  filtering. 
E  communication
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  filter 
B  status effect 
C  space design
D  richness of channel selection 
E  mixed message
Question #77
A mixed message occurs when _____.
A  the person sending the message uses two languages. 
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 is from a different culture than the person receiving the message.
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  conflict resolution 
B  mediation 
C  feedback 
D  avoidance 
E  conflict
Play Video

“Many thanks for the killer business plan we worked on.  You guys are angels sent to me.  Congratulations to the team for a job well done. I hope you help more entrepreneurs like me grow their businesses.  I will surely bring some clients your way!”

Christian S.
SaaS Business Founder

“Thanks for all your help in bringing my website back to life. You are life savers.  With your help, I now have a more thorough understanding of my target audience.  I wish I had met your earlier, I could have saved tons of work hours.”

Tyra
Blogger

“We can never be thankful enough iwritegigs.com for helping us with our business.  We have been hesitating for years hiring a professional writer thinking it was only an extra cost to our business.  It has been a pleasure working with you.” 

Linda
Start Up Founder

“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
Fresh Graduate
We accept payment

Terms of Service
Copyright © 2021 iWriteGigs
ElitePro Writing Business Solutions LLC

30 N Gould St Ste R, Sheridan, WY 82801 

Call Us at 1-(323) 410-1787
Send us sms at 1-(323) 410-1787

17 Mabini St. Barangay San Diego Zone 2 Tayabas City, Philippines