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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  leadership double bind
B  psychological contract
C  stressor
D  strategic opportunism
Question #2
It holds that males and females have similar psychological properties
A  stress
B  multidimensional thinking
C  perception
D  gender similarities hypothesis
Question #3
It refers to the ability to manage our emotions in social relationships
A  collective bargaining
B  mood contagion
C  emotional intelligence
D  intuitive thinking
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  consultative decision
B  problem solvers
C  wrongful discharge
D  emotions
Question #7
It is made by the leader and then communicated to the group
A  problem avoiders
B  employment-at-will
C  organizational citizenship behavior
D  authority decision
Question #8
It seeks to factor in the work setting that direct work efforts without the involvement of a leader
A  referent power
B  substitutes for leadership
C  termination
D  organizational commitment
Question #9
It emphasizes both tasks and people
A  social capital
B  job involvement
C  democratic leader
D  early retirement incentive programs
Question #10
It is used in Fiedler’s contingency model to measure leadership style
A  employee engagement
B  employee assistance programs
C  least-preferred co-worker scale
D  information and networking power
Question #11
It has a “do the best you can and don’t bother me” attitude
A  family-friendly benefits
B  laissez-faire leader
C  job satisfaction
D  human capital
Question #12
When a person emphasizes people over task
A  expert power
B  human relations leader
C  decision making
D  flexible benefits
Question #13
When someone acts in a command-and-control fashion
A  autocratic leader
B  restricted communication network
C  legitimate power
Question #14
It refers to a recurring pattern of behaviors exhibited by a leader
A  centralized communication network
B  organizational citizenship behavior
C  coercive power
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  reward power
D  followership
Question #16
It enables others to gain and use decision-making power
A  empowerment
B  power
C  job involvement
D  disruptive activities
Question #17
Follower-centered and committed to helping others in their work
A  employee engagement
B  distributed leadership
C  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  job satisfaction
B  visionary leadership
C  personal wellness
D  task activity
Question #19
It refers to a clear sense of the future
A  vision
B  workplace rage
C  cognitive dissonance
D  cohesiveness
Question #20
It refers to the capacity to influence other people because of their desire to identify personally with you
A  attitude
B  referent power
C  team virtuousness
D  job burnout
Question #21
It refers to the ability to get things done because of who you know
A  norm
B  Type A personality
C  social capital
D  destructive stress or strain
Question #22
It refers to the ability to influence others through access to information and contacts with other people
A  constructive stress or eustress
B  team process
C  information and networking power
D  self-monitoring
Question #23
It refers to the ability to get things done based on what we know and can do
A  stressor
B  human capital
C  machiavellianism
D  team diversity
Question #24
It refers to the capacity to influence others’ because of specialized knowledge
A  effective team
B  authoritarianism
C  stress
D  expert power
Question #25
It refers to the capacity to influence others by virtue of formal authority, or the rights of office
A  legitimate power
B  mood contagion
C  team building
D  locus of control
Question #26
It refers to the capacity to punish or withhold positive outcomes as a means of influencing other people
A  technology personality
B  moods
C  coercive power
D  bounded rationality
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  emotions
B  impression management
C  power
D  classical decision model
Question #29
It refers to the process of inspiring others to work hard to accomplish important tasks
A  gender similarities hypothesis
B  leadership
C  cost-benefit analysis
D  selective perception
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  data mining
B  workplace rage
C  decision-making process
D  transformational leadership
Question #32
It refers to the feeling of physical and mental exhaustion from work stress
A  management information systems
B  uncertain environment
C  job burnout
D  charismatic leader
Question #33
It refers to negative stress outcome that impairs the performance and well-being of an individual
A  risk environment
B  destructive stress or strain
C  information
D  consultative decision
Question #34
It refers to the positive stress outcome that can increase effort, stimulate creativity, and encourage diligence in one’s work
A  certain environment
B  authority decision
C  data
D  constructive stress or eustress
Question #35
It refers to anything that causes tension
A  crisis decision
B  stressor
C  substitutes for leadership
D  analytical competency
Question #36
a state of tension caused by extraordinary demands, constraints, or opportunities
A  stress
B  democratic leader
C  non-programmed decision
D  information competency
Question #37
It refers to the spillover of one’s positive or negative moods to others
A  least-preferred co-worker scale
B  technological competency
C  unstructured problems
D  mood contagion
Question #38
It refers to the generalized positive and negative feelings or states of mind
A  moral overconfidence
B  programmed decision
C  laissez-faire leader
D  moods
Question #39
It refers to the ability to understand emotions and manage relationships effectively
A  moral overconfidence
B  emotional intelligence
C  structured problems
D  human relations leader
Question #40
It refers to strong feelings directed toward someone or something
A  emotions
B  business intelligence
C  integrity
D  autocratic leader
Question #41
It refers to a willingness to “go beyond the call of duty” or “go the extra mile” in one’s work
A  big data
B  moral leadership
C  organizational citizenship behavior
D  vision
Question #42
It refers to the loyalty an individual feels toward the organization
A  data mining
B  organizational commitment
C  referent power
D  interactive leaders
Question #43
It refers to the extent to which an individual feels dedicated to a job
A  job involvement
B  management information systems
C  leadership double bind
D  social capital
Question #44
It refers to a strong positive feeling about one’s job and the organization
A  gender similarities hypothesis
B  information
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  human capital
B  job satisfaction
C  emotional intelligence
D  data
Question #46
It refers to the discomfort felt when attitude and behavior are inconsistent
A  cognitive dissonance
B  expert power
C  analytical competency
D  transformational leadership
Question #47
It refers to a predisposition to act in a certain way
A  attitude
B  legitimate power
C  charismatic leader
D  information competency
Question #48
It refers to a person oriented toward extreme achievement, impatience, and perfectionism
A  Type A personality
B  consultative decision
C  coercive power
D  technological competency
Question #49
It refers to the degree to which someone is able to adjust behavior in response to external factors
A  authority decision
B  reward power
C  moral overconfidence
D  self-monitoring
Question #50
It refers to the extent to which someone is emotionally detached and manipulative
A  substitutes for leadership
B  power
C  machiavellianism
D  moral overconfidence
Question #51
It refers to the degree to which a person tends to defer to authority
A  authoritarianism
B  leadership
C  integrity
D  democratic leader
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  personal wellness
C  moral leadership
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  interactive leaders
C  laissez-faire leader
D  workplace rage
Question #54
It refers to the profile of characteristics making a person unique from others
A  leadership double bind
B  human relations leader
C  assessment center
D  personality
Question #55
It refers to the systematic attempt to influence how others perceive us
A  work-life balance
B  autocratic leader
C  biodata methods
D  impression management
Question #56
It refers to the tendency to define problems from one’s own point of view
A  situational interviews
B  leadership style
C  selective perception
D  base compensation
Question #57
It refers to the assignment of personal attributes to other individuals
A  performance management system
B  behavioral interviews
C  projection
D  360-degree appraisals
Question #58
It occurs when one attribute is used to develop an overall impression of a person or situation
A  multiperson comparison
B  management development
C  unstructured interviews
D  halo effect
Question #59
It occurs when attributes commonly associated with a group are assigned to an individual
A  stereotype
B  validity
C  reverse mentoring
D  leniency
Question #60
It refers to explaining personal success by internal causes and personal failures by external causes
A  self-serving bias
B  reliability
C  critical-incident technique
D  mentoring
Question #61
When you overestimate internal factors and underestimate external factors driving individual behavior
A  fundamental attribution error
B  realistic job previews
C  coaching
D  recency bias
Question #62
It refers to the process of explaining events
A  attribution
B  job rotation
C  selection
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  training
C  graphic rating scale
D  employee value proposition
Question #64
It refers to the set of individual expectations about the employment relationship
A  socialization
B  performance coaching
C  psychological contract
D  self-monitoring
Question #65
It refers to the process through which people receive, organize, and interpret information from the environment
A  machiavellianism
B  onboarding/orientation
C  performance assessment/performance review
D  perception
Question #66
It refers to the process of negotiating, administering, and interpreting a labor contract
A  work sampling
B  authoritarianism
C  stress
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  labor contract
B  mood contagion
C  locus of control
D  management development
Question #68
It refers to an organization that deals with employers on the workers’ collective behalf
A  reverse mentoring
B  labor union
C  technology personality
D  moods
Question #69
It refers to the doctrine giving workers legal protections against discriminatory firings
A  personality
B  emotional intelligence
C  wrongful discharge
D  mentoring
Question #70
It means that employees can be terminated at any time for any reason
A  coaching
B  emotions
C  impression management
D  employment-at-will
Question #71
It refers to the involuntary dismissal of an employee
A  job rotation
B  selective perception
C  termination
D  organizational citizenship behavior
Question #72
It refers to offering workers financial incentives to retire early
A  early retirement incentive programs
B  organizational commitment
C  projection
D  training
Question #73
It refers to helping employees cope with personal stresses and problems
A  employee assistance programs
B  halo effect
C  job involvement
D  socialization
Question #74
It refers to benefits helping employees achieve better work-life balance
A  stereotype
B  employee engagement
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  job satisfaction
C  work sampling
D  self-serving bias
Question #76
It refers to non-monetary forms of compensation such as health insurance and retirement plans
A  assessment center
B  fundamental attribution error
C  employee benefits
D  cognitive dissonance
Question #77
It refers to giving the right to purchase shares at a fixed price in the future
A  workplace rage
B  stock options
C  attribution
D  biodata methods
Question #78
It refers to helping employees purchase stock in their employing companies
A  job burnout
B  employee stock ownership plans
C  situational interviews
D  graphic rating scale
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