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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  psychological contract
B  leadership double bind
C  stressor
D  strategic opportunism
Question #2
It holds that males and females have similar psychological properties
A  multidimensional thinking
B  gender similarities hypothesis
C  perception
D  stress
Question #3
It refers to the ability to manage our emotions in social relationships
A  emotional intelligence
B  collective bargaining
C  intuitive thinking
D  mood contagion
Question #4
It refers to leadership that is inspirational and arouses extraordinary effort and performance
A  labor contract
B  moods
C  systematic thinking
D  transformational leadership
Question #5
It inspires followers in extraordinary ways
A  emotional intelligence
B  charismatic leader
C  problem seekers
D  labor union
Question #6
It is made by a leader after receiving information, advice, or opinions from group members
A  wrongful discharge
B  problem solvers
C  emotions
D  consultative decision
Question #7
It is made by the leader and then communicated to the group
A  authority decision
B  problem avoiders
C  organizational citizenship behavior
D  employment-at-will
Question #8
It seeks to factor in the work setting that direct work efforts without the involvement of a leader
A  referent power
B  termination
C  substitutes for leadership
D  organizational commitment
Question #9
It emphasizes both tasks and people
A  job involvement
B  social capital
C  democratic leader
D  early retirement incentive programs
Question #10
It is used in Fiedler’s contingency model to measure leadership style
A  employee assistance programs
B  least-preferred co-worker scale
C  employee engagement
D  information and networking power
Question #11
It has a “do the best you can and don’t bother me” attitude
A  laissez-faire leader
B  family-friendly benefits
C  human capital
D  job satisfaction
Question #12
When a person emphasizes people over task
A  human relations leader
B  flexible benefits
C  expert power
D  decision making
Question #13
When someone acts in a command-and-control fashion
A  legitimate power
B  autocratic leader
C  restricted communication network
Question #14
It refers to a recurring pattern of behaviors exhibited by a leader
A  leadership style
B  centralized communication network
C  coercive power
D  organizational citizenship behavior
Question #15
It refers to the act of joining with a leader to accomplish tasks and goals
A  organizational commitment
B  followership
C  reward power
D  decentralized communication network
Question #16
It enables others to gain and use decision-making power
A  job involvement
B  empowerment
C  power
D  disruptive activities
Question #17
Follower-centered and committed to helping others in their work
A  distributed leadership
B  leadership
C  employee engagement
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  visionary leadership
B  personal wellness
C  task activity
D  job satisfaction
Question #19
It refers to a clear sense of the future
A  workplace rage
B  vision
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  team virtuousness
D  referent power
Question #21
It refers to the ability to get things done because of who you know
A  norm
B  destructive stress or strain
C  social capital
D  Type A personality
Question #22
It refers to the ability to influence others through access to information and contacts with other people
A  self-monitoring
B  constructive stress or eustress
C  team process
D  information and networking power
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  machiavellianism
D  team diversity
Question #24
It refers to the capacity to influence others’ because of specialized knowledge
A  expert power
B  stress
C  effective team
D  authoritarianism
Question #25
It refers to the capacity to influence others by virtue of formal authority, or the rights of office
A  mood contagion
B  team building
C  locus of control
D  legitimate power
Question #26
It refers to the capacity to punish or withhold positive outcomes as a means of influencing other people
A  moods
B  technology personality
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  reward power
C  optimizing decision
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  power
B  emotions
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  selective perception
B  cost-benefit analysis
C  leadership
D  gender similarities hypothesis
Question #30
It refers to the pursuit of one’s full potential through a personal health-promotion program
A  emotional intelligence
B  personal wellness
C  unintended consequences
D  projection
Question #31
It refers to showing aggressive behavior toward co-workers or the work setting
A  transformational leadership
B  data mining
C  workplace rage
D  decision-making process
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  information
B  risk environment
C  consultative decision
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  certain environment
B  authority decision
C  data
D  constructive stress or eustress
Question #35
It refers to anything that causes tension
A  substitutes for leadership
B  stressor
C  analytical competency
D  crisis decision
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  unstructured problems
B  technological competency
C  mood contagion
D  least-preferred co-worker scale
Question #38
It refers to the generalized positive and negative feelings or states of mind
A  moods
B  moral overconfidence
C  laissez-faire leader
D  programmed decision
Question #39
It refers to the ability to understand emotions and manage relationships effectively
A  human relations leader
B  structured problems
C  moral overconfidence
D  emotional intelligence
Question #40
It refers to strong feelings directed toward someone or something
A  integrity
B  autocratic leader
C  emotions
D  business intelligence
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  moral leadership
C  big data
D  organizational citizenship behavior
Question #42
It refers to the loyalty an individual feels toward the organization
A  data mining
B  organizational commitment
C  interactive leaders
D  referent power
Question #43
It refers to the extent to which an individual feels dedicated to a job
A  job involvement
B  social capital
C  management information systems
D  leadership double bind
Question #44
It refers to a strong positive feeling about one’s job and the organization
A  employee engagement
B  information
C  gender similarities hypothesis
D  information and networking power
Question #45
It refers to the degree to which an individual feels positive or negative about a job
A  data
B  human capital
C  emotional intelligence
D  job satisfaction
Question #46
It refers to the discomfort felt when attitude and behavior are inconsistent
A  transformational leadership
B  cognitive dissonance
C  expert power
D  analytical competency
Question #47
It refers to a predisposition to act in a certain way
A  attitude
B  charismatic leader
C  legitimate power
D  information competency
Question #48
It refers to a person oriented toward extreme achievement, impatience, and perfectionism
A  technological competency
B  Type A personality
C  consultative decision
D  coercive power
Question #49
It refers to the degree to which someone is able to adjust behavior in response to external factors
A  self-monitoring
B  authority decision
C  reward power
D  moral overconfidence
Question #50
It refers to the extent to which someone is emotionally detached and manipulative
A  moral overconfidence
B  machiavellianism
C  substitutes for leadership
D  power
Question #51
It refers to the degree to which a person tends to defer to authority
A  integrity
B  authoritarianism
C  democratic leader
D  leadership
Question #52
It refers to the extent to which one believes that what happens is within one’s control
A  personal wellness
B  least-preferred co-worker scale
C  locus of control
D  moral leadership
Question #53
It reflects levels of social media use and how media are used to connect to others
A  laissez-faire leader
B  workplace rage
C  technology personality
D  interactive leaders
Question #54
It refers to the profile of characteristics making a person unique from others
A  personality
B  assessment center
C  human relations leader
D  leadership double bind
Question #55
It refers to the systematic attempt to influence how others perceive us
A  impression management
B  work-life balance
C  autocratic leader
D  biodata methods
Question #56
It refers to the tendency to define problems from one’s own point of view
A  base compensation
B  situational interviews
C  leadership style
D  selective perception
Question #57
It refers to the assignment of personal attributes to other individuals
A  behavioral interviews
B  projection
C  360-degree appraisals
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  management development
C  halo effect
D  multiperson comparison
Question #59
It occurs when attributes commonly associated with a group are assigned to an individual
A  leniency
B  stereotype
C  reverse mentoring
D  validity
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  coaching
B  fundamental attribution error
C  recency bias
D  realistic job previews
Question #62
It refers to the process of explaining events
A  attribution
B  behaviorally anchored rating scale
C  job rotation
D  selection
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  employee value proposition
C  training
D  graphic rating scale
Question #64
It refers to the set of individual expectations about the employment relationship
A  self-monitoring
B  performance coaching
C  psychological contract
D  socialization
Question #65
It refers to the process through which people receive, organize, and interpret information from the environment
A  perception
B  onboarding/orientation
C  performance assessment/performance review
D  machiavellianism
Question #66
It refers to the process of negotiating, administering, and interpreting a labor contract
A  authoritarianism
B  work sampling
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  management development
B  labor contract
C  locus of control
D  mood contagion
Question #68
It refers to an organization that deals with employers on the workers’ collective behalf
A  reverse mentoring
B  moods
C  labor union
D  technology personality
Question #69
It refers to the doctrine giving workers legal protections against discriminatory firings
A  wrongful discharge
B  emotional intelligence
C  mentoring
D  personality
Question #70
It means that employees can be terminated at any time for any reason
A  coaching
B  employment-at-will
C  emotions
D  impression management
Question #71
It refers to the involuntary dismissal of an employee
A  job rotation
B  selective perception
C  organizational citizenship behavior
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  employee assistance programs
B  job involvement
C  socialization
D  halo effect
Question #74
It refers to benefits helping employees achieve better work-life balance
A  employee engagement
B  onboarding/orientation
C  family-friendly benefits
D  stereotype
Question #75
It refers to programs that allow employees to choose from a range of benefit options
A  self-serving bias
B  flexible benefits
C  work sampling
D  job satisfaction
Question #76
It refers to non-monetary forms of compensation such as health insurance and retirement plans
A  fundamental attribution error
B  assessment center
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  stock options
B  biodata methods
C  workplace rage
D  attribution
Question #78
It refers to helping employees purchase stock in their employing companies
A  graphic rating scale
B  employee stock ownership plans
C  job burnout
D  situational interviews
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