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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  behavioral interviews
C  performance coaching
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  profit-sharing
B  performance assessment/performance review
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  bonus pay
C  performance management system
D  job discrimination
Question #4
It refers to the awarding of pay increases in proportion to performance contributions
A  merit pay
B  stress
C  management development
D  employee value propositions
Question #5
It refers to balancing of career demands with personal and family needs
A  mood contagion
B  strategic human resource management
C  work-life balance
D  reverse mentoring
Question #6
It refers to the salary or hourly wage paid to an individual
A  mentoring
B  person-organization fit
C  base compensation
D  moods
Question #7
It refers to the inclusio of superiors, subordinates, peers, and even customers in the appraisal process
A  360-degree appraisals
B  person-job fit
C  coaching
D  emotional intelligence
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  leniency
C  human resource management
D  training
Question #10
When you keep a log of employees’ effective and ineffective job behaviors
A  organizational commitment
B  socialization
C  critical-incident technique
D  Competitive advantage 
Question #11
When there is overemphasis on the most recent behaviors when evaluating individuals’ performance
A  recency bias
B  assessment center
C  job involvement
D  financial resources 
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  graphic rating scale
B  situational interviews
C  job satisfaction
D  halo effect
Question #14
It provides frequent and developmental feedback for how a worker can improve job performance
A  stereotype
B  behavioral interviews
C  performance coaching
D  cognitive dissonance
Question #15
It refers to the process of formally evaluating performance and providing feedback to a job holder
A  unstructured interviews
B  performance assessment/performance review
C  self-serving bias
Question #16
It sets standards, assesses results, and plans for performance improvements
A  fundamental attribution error
B  performance management system
C  validity
Question #17
It refers to the training to improve knowledge and skills in the management process
A  reliability
B  attribution
C  external recruitment
D  management development
Question #18
When younger employees mentor seniors to improve their technology skills
A  recruitment
B  realistic job previews
C  employee value proposition
D  reverse mentoring
Question #19
It assigns new hires and early-career employees as proteges to more senior employees
A  psychological contract
B  selection
C  mentoring
D  job specifications
Question #20
It occurs when an experienced employee offers performance advice to a less experienced co-worker
A  perception
B  traditional recruitment
C  job description
D  coaching
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  socialization
B  workplace privacy
C  validity
D  labor union
Question #24
It familiarizes new hires with the organization’s mission and culture, their jobs and co-workers, and performance expectations
A  reliability
B  onboarding/orientation
C  wrongful discharge
D  permatemps
Question #25
When applicants are evaluated while performing actual work tasks
A  work sampling
B  independent contractors
C  employment-at-will
D  realistic job previews
Question #26
It examines how job candidates handle simulated work situations
A  selection
B  termination
C  assessment center
D  comparable worth
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  biodata methods
D  early retirement incentive programs
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  behavioral interviews
B  employment-at-will
C  affirmative action
D  social recruiting
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  unstructured interviews
D  strategic human resource management
Question #31
It means that scores on a selection device have a demonstrated correlation with future job performance
A  early retirement incentive programs
B  person-organization fit
C  validity
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  flexible benefits
C  selection
D  human resource management
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  financial resources 
C  internal recruitment
D  stock options
Question #37
When employers browse social media sites looking for prospective job candidates
A  employee stock ownership plans
B  social recruiting
C  strategic management 
D  critical-incident technique
Question #38
It refers to seeking job applicants from outside the organization
A  work sampling
B  external recruitment
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  biodata methods
B  job specifications
C  strategic human resource management
Question #41
It details the duties and responsibilities of a job holder
A  comparable worth
B  person-organization fit
C  job description
D  situational interviews
Question #42
It refers t o the study of what exactly is done in a job, and why
A  job analysis
B  behavioral interviews
C  person-job fit
D  sexual harassment
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  validity
B  affirmative action
C  workplace privacy
D  human resource management
Question #45
It refers to workers that are employed in a temporary status for an extended period of time
A  equal employment opportunities
B  permatemps
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  independent contractors
B  realistic job previews
C  job discrimination
D  financial resources 
Question #47
It holds that persons performing jobs of similar importance should be paid at comparable levels
A  selection
B  employee value propositions
C  comparable worth
D  strategic management 
Question #48
It refers to the behavior of a sexual nature that affects a person’s employment situation
A  validity
B  sexual harassment
C  traditional recruitment
D  job specifications
Question #49
It refers to the employment criteria justified by the capacity to perform a job
A  internal recruitment
B  reliability
C  bona fide occupational qualifications
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  social recruiting
C  realistic job previews
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  human resource planning
C  equal employment opportunities
Question #52
It occurs when someone is denied a job or work assignment for reasons that are not job relevant
A  workplace privacy
B  job discrimination
C  equal employment opportunities
D  traditional recruitment
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  employee value propositions
C  job discrimination
D  permatemps
Question #54
It refers to the mobilization of human capital to implement organizational strategies
A  independent contractors
B  social recruiting
C  employee value propositions
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  sexual harassment
B  person-job fit
C  person-organization fit
D  recruitment
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  human capital
D  job description
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  Competitive advantage 
B  Mission 
C  Strategy
D  Vision 
Question #60
Typical sources of competitive advantage are technology, cost and quality, knowledge and speed, barriers to entry, and _____.
A  empowerment of employees 
B  a transnational strategy 
C  creativity
D  financial resources 
E  a multi domestic strategy 
Question #61
The essence of _____ is formulating and implementing strategies.
A  strategic management 
B  strategy analysis 
C  a functional strategy 
D  a mission 
E  a vision
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  diversification. 
C  co-opetition. 
D  globalization. 
E  downsizing. 
Question #64
Adopting standardized products and advertising for use worldwide is called a(n):
A  transnational strategy. 
B  multi-domestic strategy. 
C  turnaround strategy. 
D  downsizing strategy.
E  globalization strategy. 
Question #65
Acquiring or investing in new and different businesses is which type of growth strategy?
A  Restructuring 
B  Diversification 
C  Divestiture
D  Retrenchment 
E  Concentration 
Question #66
A _____is the ability to outperform rivals in ways that are difficult or costly to imitate.
A  strategy 
B  SWOT analysis 
C  competitive analysis 
D  sustainable competitive advantage
E  strategic intent 
Question #67
A _____ offers a unique product to a special market segment.
A  differentiation 
B  focused differentiation 
C  globalization 
D  cost leadership
E  focused 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  special interest groups 
B  stockholders 
C  focal groups
D  stakeholders
E  employees 
Question #69
_____is the intentional distortion of information to make appear most favorable to the recipient.
A  Disruptive communication 
B  Noise 
C  A mixed message
D  Information filtering 
E  Dysfunctional communication 
Question #70
_____ listening helps the source of a message say what he or she really means.
A  Collaborative
B  Active 
C  Passive 
D  Assertive 
E  Accommodative
Question #71
The pathway through which a message moves from a sender to receiver is called:
A  delivery vehicle. 
B  a memo. 
C  an ear. 
D  a communication channel.
E  an email. 
Question #72
Presenting a message in a manner that causes the other person to support it is called:
A  persuasion. 
B  credibility. 
C  filtering. 
D  nonverbal communication.
E  communication. 
Question #73
In a _____ conflict, no one achieves his or her true desires, and the underlying reasons for conflict remain unaffected.
A  lose-lose 
B  collaborative 
C  win-win 
D  win-lose
E  competitive 
Question #74
Having trust, respect, and integrity in the eyes of others is known as:
A  nonverbal communication.
B  communication
C  persuasion.
D  credibility
E  filtering. 
Question #75
Giving feedback directly and with real feeling, based on trust between you and the receiver is an example of _____.
A  space design 
B  substantive conflict 
C  active listening
D  constructive feedback 
E  destructive feedback 
Question #76
A _____results when words communicate one message while actions, body language, or appearance communicate something else.
A  filter 
B  mixed message
C  status effect 
D  richness of channel selection 
E  space design
Question #77
A mixed message occurs when _____.
A  the person sending the message is from a different culture than the person receiving the message.
B  the person sending the message uses two languages. 
C  a person’s words communicate one message while actions, body language, or appearance communicate something else
D  a person gives the original message in written form and receives the feedback orally.
E  a person uses both written and oral communication channels at the same time.
Question #78
A disagreement over issues of substance and/or an emotional antagonism is called a(n) _____.
A  mediation 
B  conflict resolution 
C  avoidance 
D  feedback 
E  conflict
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