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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  stressor
C  strategic opportunism
D  psychological contract
Question #2
It holds that males and females have similar psychological properties
A  multidimensional thinking
B  perception
C  gender similarities hypothesis
D  stress
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  systematic thinking
B  transformational leadership
C  labor contract
D  moods
Question #5
It inspires followers in extraordinary ways
A  charismatic leader
B  emotional intelligence
C  labor union
D  problem seekers
Question #6
It is made by a leader after receiving information, advice, or opinions from group members
A  wrongful discharge
B  consultative decision
C  problem solvers
D  emotions
Question #7
It is made by the leader and then communicated to the group
A  employment-at-will
B  problem avoiders
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  termination
B  substitutes for leadership
C  referent power
D  organizational commitment
Question #9
It emphasizes both tasks and people
A  social capital
B  job involvement
C  early retirement incentive programs
D  democratic leader
Question #10
It is used in Fiedler’s contingency model to measure leadership style
A  employee assistance programs
B  information and networking power
C  employee engagement
D  least-preferred co-worker scale
Question #11
It has a “do the best you can and don’t bother me” attitude
A  family-friendly benefits
B  human capital
C  laissez-faire leader
D  job satisfaction
Question #12
When a person emphasizes people over task
A  human relations leader
B  decision making
C  flexible benefits
D  expert power
Question #13
When someone acts in a command-and-control fashion
A  restricted communication network
B  autocratic leader
C  legitimate power
Question #14
It refers to a recurring pattern of behaviors exhibited by a leader
A  organizational citizenship behavior
B  coercive power
C  leadership style
D  centralized communication network
Question #15
It refers to the act of joining with a leader to accomplish tasks and goals
A  decentralized communication network
B  reward power
C  organizational commitment
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  servant leadership
C  leadership
D  distributed leadership
Question #18
When someone brings to the situation a clear sense of the future and an understanding of how to get there
A  personal wellness
B  visionary leadership
C  job satisfaction
D  task activity
Question #19
It refers to a clear sense of the future
A  vision
B  workplace rage
C  cohesiveness
D  cognitive dissonance
Question #20
It refers to the capacity to influence other people because of their desire to identify personally with you
A  attitude
B  job burnout
C  referent power
D  team virtuousness
Question #21
It refers to the ability to get things done because of who you know
A  Type A personality
B  social capital
C  norm
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  team process
B  constructive stress or eustress
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  human capital
B  stressor
C  team diversity
D  machiavellianism
Question #24
It refers to the capacity to influence others’ because of specialized knowledge
A  effective team
B  stress
C  expert power
D  authoritarianism
Question #25
It refers to the capacity to influence others by virtue of formal authority, or the rights of office
A  locus of control
B  team building
C  mood contagion
D  legitimate power
Question #26
It refers to the capacity to punish or withhold positive outcomes as a means of influencing other people
A  technology personality
B  bounded rationality
C  coercive power
D  moods
Question #27
It refers to the capacity to offer something of value as a means of influencing other people
A  optimizing decision
B  reward power
C  personality
D  emotional intelligence
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  power
C  classical decision model
D  impression management
Question #29
It refers to the process of inspiring others to work hard to accomplish important tasks
A  cost-benefit analysis
B  gender similarities hypothesis
C  selective perception
D  leadership
Question #30
It refers to the pursuit of one’s full potential through a personal health-promotion program
A  unintended consequences
B  projection
C  personal wellness
D  emotional intelligence
Question #31
It refers to showing aggressive behavior toward co-workers or the work setting
A  decision-making process
B  workplace rage
C  data mining
D  transformational leadership
Question #32
It refers to the feeling of physical and mental exhaustion from work stress
A  management information systems
B  job burnout
C  charismatic leader
D  uncertain environment
Question #33
It refers to negative stress outcome that impairs the performance and well-being of an individual
A  consultative decision
B  information
C  risk environment
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  authority decision
C  certain environment
D  data
Question #35
It refers to anything that causes tension
A  analytical competency
B  stressor
C  substitutes for leadership
D  crisis decision
Question #36
a state of tension caused by extraordinary demands, constraints, or opportunities
A  stress
B  non-programmed decision
C  democratic leader
D  information competency
Question #37
It refers to the spillover of one’s positive or negative moods to others
A  mood contagion
B  technological competency
C  least-preferred co-worker scale
D  unstructured problems
Question #38
It refers to the generalized positive and negative feelings or states of mind
A  laissez-faire leader
B  moral overconfidence
C  moods
D  programmed decision
Question #39
It refers to the ability to understand emotions and manage relationships effectively
A  emotional intelligence
B  human relations leader
C  moral overconfidence
D  structured problems
Question #40
It refers to strong feelings directed toward someone or something
A  business intelligence
B  autocratic leader
C  emotions
D  integrity
Question #41
It refers to a willingness to “go beyond the call of duty” or “go the extra mile” in one’s work
A  vision
B  big data
C  moral leadership
D  organizational citizenship behavior
Question #42
It refers to the loyalty an individual feels toward the organization
A  referent power
B  interactive leaders
C  organizational commitment
D  data mining
Question #43
It refers to the extent to which an individual feels dedicated to a job
A  leadership double bind
B  job involvement
C  management information systems
D  social capital
Question #44
It refers to a strong positive feeling about one’s job and the organization
A  information
B  information and networking power
C  gender similarities hypothesis
D  employee engagement
Question #45
It refers to the degree to which an individual feels positive or negative about a job
A  data
B  emotional intelligence
C  job satisfaction
D  human capital
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  legitimate power
B  charismatic leader
C  attitude
D  information competency
Question #48
It refers to a person oriented toward extreme achievement, impatience, and perfectionism
A  coercive power
B  consultative decision
C  Type A personality
D  technological competency
Question #49
It refers to the degree to which someone is able to adjust behavior in response to external factors
A  moral overconfidence
B  authority decision
C  self-monitoring
D  reward power
Question #50
It refers to the extent to which someone is emotionally detached and manipulative
A  machiavellianism
B  power
C  moral overconfidence
D  substitutes for leadership
Question #51
It refers to the degree to which a person tends to defer to authority
A  leadership
B  integrity
C  democratic leader
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  locus of control
C  personal wellness
D  moral leadership
Question #53
It reflects levels of social media use and how media are used to connect to others
A  workplace rage
B  interactive leaders
C  laissez-faire leader
D  technology personality
Question #54
It refers to the profile of characteristics making a person unique from others
A  personality
B  human relations leader
C  assessment center
D  leadership double bind
Question #55
It refers to the systematic attempt to influence how others perceive us
A  work-life balance
B  biodata methods
C  impression management
D  autocratic leader
Question #56
It refers to the tendency to define problems from one’s own point of view
A  situational interviews
B  leadership style
C  base compensation
D  selective perception
Question #57
It refers to the assignment of personal attributes to other individuals
A  360-degree appraisals
B  behavioral interviews
C  projection
D  performance management system
Question #58
It occurs when one attribute is used to develop an overall impression of a person or situation
A  unstructured interviews
B  halo effect
C  management development
D  multiperson comparison
Question #59
It occurs when attributes commonly associated with a group are assigned to an individual
A  leniency
B  validity
C  stereotype
D  reverse mentoring
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  reliability
D  mentoring
Question #61
When you overestimate internal factors and underestimate external factors driving individual behavior
A  coaching
B  recency bias
C  realistic job previews
D  fundamental attribution error
Question #62
It refers to the process of explaining events
A  behaviorally anchored rating scale
B  selection
C  attribution
D  job rotation
Question #63
It refers to the organization’s intentions for creating value for both the employee and employer sides of the psychological contract
A  training
B  traditional recruitment
C  graphic rating scale
D  employee value proposition
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  perception
C  machiavellianism
D  performance assessment/performance review
Question #66
It refers to the process of negotiating, administering, and interpreting a labor contract
A  collective bargaining
B  work sampling
C  stress
D  authoritarianism
Question #67
It refers to a formal agreement between a union and an employer about the terms of work for union members
A  mood contagion
B  labor contract
C  management development
D  locus of control
Question #68
It refers to an organization that deals with employers on the workers’ collective behalf
A  reverse mentoring
B  technology personality
C  labor union
D  moods
Question #69
It refers to the doctrine giving workers legal protections against discriminatory firings
A  mentoring
B  personality
C  emotional intelligence
D  wrongful discharge
Question #70
It means that employees can be terminated at any time for any reason
A  impression management
B  emotions
C  coaching
D  employment-at-will
Question #71
It refers to the involuntary dismissal of an employee
A  organizational citizenship behavior
B  selective perception
C  job rotation
D  termination
Question #72
It refers to offering workers financial incentives to retire early
A  training
B  projection
C  organizational commitment
D  early retirement incentive programs
Question #73
It refers to helping employees cope with personal stresses and problems
A  halo effect
B  socialization
C  employee assistance programs
D  job involvement
Question #74
It refers to benefits helping employees achieve better work-life balance
A  family-friendly benefits
B  stereotype
C  employee engagement
D  onboarding/orientation
Question #75
It refers to programs that allow employees to choose from a range of benefit options
A  job satisfaction
B  self-serving bias
C  work sampling
D  flexible benefits
Question #76
It refers to non-monetary forms of compensation such as health insurance and retirement plans
A  assessment center
B  cognitive dissonance
C  employee benefits
D  fundamental attribution error
Question #77
It refers to giving the right to purchase shares at a fixed price in the future
A  biodata methods
B  stock options
C  workplace rage
D  attribution
Question #78
It refers to helping employees purchase stock in their employing companies
A  employee stock ownership plans
B  situational interviews
C  graphic rating scale
D  job burnout
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