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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  gender similarities hypothesis
B  multidimensional thinking
C  stress
D  perception
Question #3
It refers to the ability to manage our emotions in social relationships
A  mood contagion
B  intuitive thinking
C  emotional intelligence
D  collective bargaining
Question #4
It refers to leadership that is inspirational and arouses extraordinary effort and performance
A  moods
B  systematic thinking
C  transformational leadership
D  labor contract
Question #5
It inspires followers in extraordinary ways
A  problem seekers
B  charismatic leader
C  labor union
D  emotional intelligence
Question #6
It is made by a leader after receiving information, advice, or opinions from group members
A  emotions
B  problem solvers
C  consultative decision
D  wrongful discharge
Question #7
It is made by the leader and then communicated to the group
A  organizational citizenship behavior
B  employment-at-will
C  problem avoiders
D  authority decision
Question #8
It seeks to factor in the work setting that direct work efforts without the involvement of a leader
A  organizational commitment
B  referent power
C  substitutes for leadership
D  termination
Question #9
It emphasizes both tasks and people
A  job involvement
B  early retirement incentive programs
C  social capital
D  democratic leader
Question #10
It is used in Fiedler’s contingency model to measure leadership style
A  employee engagement
B  employee assistance programs
C  information and networking power
D  least-preferred co-worker scale
Question #11
It has a “do the best you can and don’t bother me” attitude
A  job satisfaction
B  laissez-faire leader
C  family-friendly benefits
D  human capital
Question #12
When a person emphasizes people over task
A  decision making
B  expert power
C  flexible benefits
D  human relations leader
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  organizational citizenship behavior
D  coercive power
Question #15
It refers to the act of joining with a leader to accomplish tasks and goals
A  followership
B  organizational commitment
C  decentralized communication network
D  reward power
Question #16
It enables others to gain and use decision-making power
A  power
B  disruptive activities
C  job involvement
D  empowerment
Question #17
Follower-centered and committed to helping others in their work
A  employee engagement
B  leadership
C  servant 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  task activity
B  personal wellness
C  job satisfaction
D  visionary leadership
Question #19
It refers to a clear sense of the future
A  cognitive dissonance
B  workplace rage
C  vision
D  cohesiveness
Question #20
It refers to the capacity to influence other people because of their desire to identify personally with you
A  referent power
B  team virtuousness
C  attitude
D  job burnout
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  information and networking power
B  self-monitoring
C  team process
D  constructive stress or eustress
Question #23
It refers to the ability to get things done based on what we know and can do
A  human capital
B  team diversity
C  machiavellianism
D  stressor
Question #24
It refers to the capacity to influence others’ because of specialized knowledge
A  effective team
B  authoritarianism
C  expert power
D  stress
Question #25
It refers to the capacity to influence others by virtue of formal authority, or the rights of office
A  legitimate power
B  locus of control
C  mood contagion
D  team building
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  moods
D  coercive power
Question #27
It refers to the capacity to offer something of value as a means of influencing other people
A  optimizing decision
B  emotional intelligence
C  personality
D  reward power
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  leadership
B  cost-benefit analysis
C  selective perception
D  gender similarities hypothesis
Question #30
It refers to the pursuit of one’s full potential through a personal health-promotion program
A  unintended consequences
B  personal wellness
C  projection
D  emotional intelligence
Question #31
It refers to showing aggressive behavior toward co-workers or the work setting
A  workplace rage
B  data mining
C  decision-making process
D  transformational leadership
Question #32
It refers to the feeling of physical and mental exhaustion from work stress
A  job burnout
B  charismatic leader
C  uncertain environment
D  management information systems
Question #33
It refers to negative stress outcome that impairs the performance and well-being of an individual
A  destructive stress or strain
B  risk environment
C  consultative decision
D  information
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  stressor
B  analytical competency
C  substitutes for leadership
D  crisis decision
Question #36
a state of tension caused by extraordinary demands, constraints, or opportunities
A  democratic leader
B  stress
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  programmed decision
B  laissez-faire leader
C  moods
D  moral overconfidence
Question #39
It refers to the ability to understand emotions and manage relationships effectively
A  structured problems
B  emotional intelligence
C  moral overconfidence
D  human relations leader
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  big data
B  organizational citizenship behavior
C  vision
D  moral leadership
Question #42
It refers to the loyalty an individual feels toward the organization
A  organizational commitment
B  interactive leaders
C  referent power
D  data mining
Question #43
It refers to the extent to which an individual feels dedicated to a job
A  management information systems
B  social capital
C  leadership double bind
D  job involvement
Question #44
It refers to a strong positive feeling about one’s job and the organization
A  employee engagement
B  information and networking power
C  gender similarities hypothesis
D  information
Question #45
It refers to the degree to which an individual feels positive or negative about a job
A  job satisfaction
B  human capital
C  emotional intelligence
D  data
Question #46
It refers to the discomfort felt when attitude and behavior are inconsistent
A  analytical competency
B  expert power
C  cognitive dissonance
D  transformational leadership
Question #47
It refers to a predisposition to act in a certain way
A  information competency
B  charismatic leader
C  legitimate power
D  attitude
Question #48
It refers to a person oriented toward extreme achievement, impatience, and perfectionism
A  coercive power
B  Type A personality
C  consultative decision
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  reward power
C  self-monitoring
D  authority decision
Question #50
It refers to the extent to which someone is emotionally detached and manipulative
A  machiavellianism
B  moral overconfidence
C  substitutes for leadership
D  power
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  moral leadership
B  personal wellness
C  least-preferred co-worker scale
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  workplace rage
C  interactive leaders
D  laissez-faire leader
Question #54
It refers to the profile of characteristics making a person unique from others
A  personality
B  leadership double bind
C  assessment center
D  human relations leader
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  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  performance management system
D  projection
Question #58
It occurs when one attribute is used to develop an overall impression of a person or situation
A  halo effect
B  multiperson comparison
C  management development
D  unstructured interviews
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  realistic job previews
B  coaching
C  recency bias
D  fundamental attribution error
Question #62
It refers to the process of explaining events
A  job rotation
B  attribution
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  graphic rating scale
C  training
D  employee value proposition
Question #64
It refers to the set of individual expectations about the employment relationship
A  psychological contract
B  socialization
C  self-monitoring
D  performance coaching
Question #65
It refers to the process through which people receive, organize, and interpret information from the environment
A  perception
B  performance assessment/performance review
C  machiavellianism
D  onboarding/orientation
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  locus of control
C  management development
D  mood contagion
Question #68
It refers to an organization that deals with employers on the workers’ collective behalf
A  moods
B  labor union
C  reverse mentoring
D  technology personality
Question #69
It refers to the doctrine giving workers legal protections against discriminatory firings
A  emotional intelligence
B  personality
C  mentoring
D  wrongful discharge
Question #70
It means that employees can be terminated at any time for any reason
A  coaching
B  impression management
C  employment-at-will
D  emotions
Question #71
It refers to the involuntary dismissal of an employee
A  termination
B  selective perception
C  job rotation
D  organizational citizenship behavior
Question #72
It refers to offering workers financial incentives to retire early
A  early retirement incentive programs
B  training
C  projection
D  organizational commitment
Question #73
It refers to helping employees cope with personal stresses and problems
A  job involvement
B  socialization
C  employee assistance programs
D  halo effect
Question #74
It refers to benefits helping employees achieve better work-life balance
A  family-friendly benefits
B  onboarding/orientation
C  stereotype
D  employee engagement
Question #75
It refers to programs that allow employees to choose from a range of benefit options
A  flexible benefits
B  job satisfaction
C  self-serving bias
D  work sampling
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  workplace rage
B  biodata methods
C  attribution
D  stock options
Question #78
It refers to helping employees purchase stock in their employing companies
A  situational interviews
B  employee stock ownership plans
C  job burnout
D  graphic rating scale
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