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  gain-sharing
B  behavioral interviews
C  destructive stress or strain
D  performance coaching
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  performance management system
B  bonus pay
C  job discrimination
D  stressor
Question #4
It refers to the awarding of pay increases in proportion to performance contributions
A  management development
B  merit pay
C  employee value propositions
D  stress
Question #5
It refers to balancing of career demands with personal and family needs
A  reverse mentoring
B  strategic human resource management
C  mood contagion
D  work-life balance
Question #6
It refers to the salary or hourly wage paid to an individual
A  mentoring
B  person-organization fit
C  moods
D  base compensation
Question #7
It refers to the inclusio of superiors, subordinates, peers, and even customers in the appraisal process
A  emotional intelligence
B  coaching
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  human capital
B  multiperson comparison
C  emotions
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  training
C  leniency
D  human resource management
Question #10
When you keep a log of employees’ effective and ineffective job behaviors
A  socialization
B  critical-incident technique
C  organizational commitment
D  Competitive advantage 
Question #11
When there is overemphasis on the most recent behaviors when evaluating individuals’ performance
A  recency bias
B  job involvement
C  financial resources 
D  assessment center
Question #12
It refers to the use of specific descriptions of actual behaviors to rate various levels of performance
A  biodata methods
B  behaviorally anchored rating scale
C  employee engagement
D  strategic management 
Question #13
It refers to the use of a checklist of traits or characteristics to evaluate performance
A  halo effect
B  graphic rating scale
C  job satisfaction
D  situational interviews
Question #14
It provides frequent and developmental feedback for how a worker can improve job performance
A  behavioral interviews
B  cognitive dissonance
C  performance coaching
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  unstructured interviews
C  self-serving bias
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  attribution
C  external recruitment
D  reliability
Question #18
When younger employees mentor seniors to improve their technology skills
A  employee value proposition
B  realistic job previews
C  reverse mentoring
D  recruitment
Question #19
It assigns new hires and early-career employees as proteges to more senior employees
A  job specifications
B  mentoring
C  psychological contract
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  coaching
D  perception
Question #21
When people switch tasks to learn multiple jobs
A  job rotation
B  collective bargaining
C  job analysis
D  internal recruitment
Question #22
It provides learning opportunities to acquire and improve job-related skills
A  human resource planning
B  training
C  social recruiting
D  labor contract
Question #23
It is a process of learning and adapting to the organizational culture
A  labor union
B  validity
C  socialization
D  workplace privacy
Question #24
It familiarizes new hires with the organization’s mission and culture, their jobs and co-workers, and performance expectations
A  permatemps
B  reliability
C  wrongful discharge
D  onboarding/orientation
Question #25
When applicants are evaluated while performing actual work tasks
A  realistic job previews
B  independent contractors
C  employment-at-will
D  work sampling
Question #26
It examines how job candidates handle simulated work situations
A  assessment center
B  termination
C  comparable worth
D  selection
Question #27
When you collect certain biographical information that has been proven to correlate with good job performance
A  sexual harassment
B  biodata methods
C  early retirement incentive programs
D  traditional recruitment
Question #28
When the interviewer asks job applicants how they would react in specific situations
A  bona fide occupational qualifications
B  internal recruitment
C  situational interviews
Question #29
When the intervewer ask job applicants about past behaviors
A  employment-at-will
B  affirmative action
C  social recruiting
D  behavioral interviews
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  bonus pay
C  strategic human resource management
D  unstructured interviews
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  validity
D  early retirement incentive programs
Question #32
It means that a selection device repeatedly gives consistent results
A  reliability
B  work-life balance
C  employee assistance programs
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  realistic job previews
B  family-friendly benefits
C  base compensation
D  human capital
Question #34
It refers to choosing individuals to hire from a pool of qualified job applicants
A  360-degree appraisals
B  selection
C  human resource management
D  flexible benefits
Question #35
It seeks to focus on selling the job and organization to applicants
A  traditional recruitment
B  Competitive advantage 
C  multiperson comparison
D  employee benefits
Question #36
When you seek job applicants from inside the organization
A  leniency
B  stock options
C  internal recruitment
D  financial resources 
Question #37
When employers browse social media sites looking for prospective job candidates
A  critical-incident technique
B  employee stock ownership plans
C  strategic management 
D  social recruiting
Question #38
It refers to seeking job applicants from outside the organization
A  recency bias
B  external recruitment
C  work sampling
D  gain-sharing
Question #39
It refers to the set of activities designed to attract a talented pool of job applicants
A  assessment center
B  profit-sharing
C  recruitment
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  situational interviews
C  job description
D  person-organization fit
Question #42
It refers t o the study of what exactly is done in a job, and why
A  person-job fit
B  job analysis
C  sexual harassment
D  behavioral interviews
Question #43
It refers to the analysis of staffing needs and identifies actions to fill those needs
A  human capital
B  human resource planning
C  bona fide occupational qualifications
D  unstructured interviews
Question #44
It refers to the right to privacy while at work
A  workplace privacy
B  human resource management
C  affirmative action
D  validity
Question #45
It refers to workers that are employed in a temporary status for an extended period of time
A  permatemps
B  equal employment opportunities
C  Competitive advantage 
D  reliability
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  strategic management 
B  comparable worth
C  employee value propositions
D  selection
Question #48
It refers to the behavior of a sexual nature that affects a person’s employment situation
A  sexual harassment
B  job specifications
C  validity
D  traditional recruitment
Question #49
It refers to the employment criteria justified by the capacity to perform a job
A  job description
B  bona fide occupational qualifications
C  reliability
D  internal recruitment
Question #50
It refers to the effort to give preference in employment to women and minority group members who have traditionally been underrepresented
A  social recruiting
B  realistic job previews
C  job analysis
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  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  job discrimination
C  equal employment opportunities
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  internal recruitment
B  permatemps
C  job discrimination
D  employee value propositions
Question #54
It refers to the mobilization of human capital to implement organizational strategies
A  social recruiting
B  strategic human resource management
C  independent contractors
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-organization fit
C  person-job fit
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 resource management
B  affirmative action
C  job description
D  human capital
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  Mission 
B  Vision 
C  Competitive advantage 
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  financial resources 
C  a multi domestic strategy 
D  creativity
E  a transnational strategy 
Question #61
The essence of _____ is formulating and implementing strategies.
A  a vision
B  a mission 
C  strategic management 
D  a functional strategy 
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  vertical integration.
B  globalization. 
C  co-opetition. 
D  downsizing. 
E  diversification. 
Question #64
Adopting standardized products and advertising for use worldwide is called a(n):
A  turnaround strategy. 
B  transnational strategy. 
C  multi-domestic strategy. 
D  globalization strategy. 
E  downsizing strategy.
Question #65
Acquiring or investing in new and different businesses is which type of growth strategy?
A  Restructuring 
B  Divestiture
C  Diversification 
D  Retrenchment 
E  Concentration 
Question #66
A _____is the ability to outperform rivals in ways that are difficult or costly to imitate.
A  SWOT analysis 
B  sustainable competitive advantage
C  competitive analysis 
D  strategic intent 
E  strategy 
Question #67
A _____ offers a unique product to a special market segment.
A  focused differentiation 
B  differentiation 
C  globalization 
D  focused cost leadership 
E  cost leadership
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  focal groups
B  stockholders 
C  special interest groups 
D  employees 
E  stakeholders
Question #69
_____is the intentional distortion of information to make appear most favorable to the recipient.
A  A mixed message
B  Noise 
C  Information filtering 
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  Assertive 
C  Active 
D  Collaborative
E  Accommodative
Question #71
The pathway through which a message moves from a sender to receiver is called:
A  an email. 
B  a memo. 
C  a communication channel.
D  delivery vehicle. 
E  an ear. 
Question #72
Presenting a message in a manner that causes the other person to support it is called:
A  credibility. 
B  nonverbal communication.
C  filtering. 
D  persuasion. 
E  communication. 
Question #73
In a _____ conflict, no one achieves his or her true desires, and the underlying reasons for conflict remain unaffected.
A  collaborative 
B  lose-lose 
C  competitive 
D  win-win 
E  win-lose
Question #74
Having trust, respect, and integrity in the eyes of others is known as:
A  credibility
B  filtering. 
C  communication
D  nonverbal communication.
E  persuasion.
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  constructive feedback 
D  destructive feedback 
E  space design 
Question #76
A _____results when words communicate one message while actions, body language, or appearance communicate something else.
A  richness of channel selection 
B  space design
C  mixed message
D  filter 
E  status effect 
Question #77
A mixed message occurs when _____.
A  a person’s words communicate one message while actions, body language, or appearance communicate something else
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  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 resolution 
B  avoidance 
C  feedback 
D  mediation 
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