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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  stressor
B  strategic opportunism
C  leadership double bind
D  psychological contract
Question #2
It holds that males and females have similar psychological properties
A  perception
B  gender similarities hypothesis
C  stress
D  multidimensional thinking
Question #3
It refers to the ability to manage our emotions in social relationships
A  mood contagion
B  intuitive thinking
C  collective bargaining
D  emotional intelligence
Question #4
It refers to leadership that is inspirational and arouses extraordinary effort and performance
A  moods
B  labor contract
C  systematic thinking
D  transformational leadership
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  wrongful discharge
C  problem solvers
D  emotions
Question #7
It is made by the leader and then communicated to the group
A  organizational citizenship behavior
B  problem avoiders
C  authority decision
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  termination
B  referent power
C  substitutes for leadership
D  organizational commitment
Question #9
It emphasizes both tasks and people
A  democratic leader
B  social capital
C  early retirement incentive programs
D  job involvement
Question #10
It is used in Fiedler’s contingency model to measure leadership style
A  information and networking power
B  employee assistance programs
C  least-preferred co-worker scale
D  employee engagement
Question #11
It has a “do the best you can and don’t bother me” attitude
A  laissez-faire leader
B  job satisfaction
C  family-friendly benefits
D  human capital
Question #12
When a person emphasizes people over task
A  flexible benefits
B  decision making
C  expert power
D  human relations leader
Question #13
When someone acts in a command-and-control fashion
A  restricted communication network
B  legitimate power
C  autocratic leader
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  followership
B  decentralized communication network
C  organizational commitment
D  reward power
Question #16
It enables others to gain and use decision-making power
A  job involvement
B  empowerment
C  disruptive activities
D  power
Question #17
Follower-centered and committed to helping others in their work
A  distributed leadership
B  servant leadership
C  leadership
D  employee engagement
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  task activity
D  personal wellness
Question #19
It refers to a clear sense of the future
A  workplace rage
B  cohesiveness
C  cognitive dissonance
D  vision
Question #20
It refers to the capacity to influence other people because of their desire to identify personally with you
A  referent power
B  attitude
C  job burnout
D  team virtuousness
Question #21
It refers to the ability to get things done because of who you know
A  social capital
B  norm
C  destructive stress or strain
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  information and networking power
D  team process
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  authoritarianism
B  effective team
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  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  moods
B  bounded rationality
C  coercive power
D  technology personality
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  classical decision model
C  power
D  impression management
Question #29
It refers to the process of inspiring others to work hard to accomplish important tasks
A  leadership
B  gender similarities hypothesis
C  selective perception
D  cost-benefit analysis
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  charismatic leader
B  uncertain environment
C  management information systems
D  job burnout
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  constructive stress or eustress
B  certain environment
C  data
D  authority decision
Question #35
It refers to anything that causes tension
A  stressor
B  crisis decision
C  substitutes for leadership
D  analytical competency
Question #36
a state of tension caused by extraordinary demands, constraints, or opportunities
A  democratic leader
B  information competency
C  non-programmed decision
D  stress
Question #37
It refers to the spillover of one’s positive or negative moods to others
A  least-preferred co-worker scale
B  mood contagion
C  technological competency
D  unstructured problems
Question #38
It refers to the generalized positive and negative feelings or states of mind
A  moods
B  laissez-faire leader
C  programmed decision
D  moral overconfidence
Question #39
It refers to the ability to understand emotions and manage relationships effectively
A  human relations leader
B  moral overconfidence
C  structured problems
D  emotional intelligence
Question #40
It refers to strong feelings directed toward someone or something
A  autocratic leader
B  business intelligence
C  integrity
D  emotions
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  organizational citizenship behavior
D  big data
Question #42
It refers to the loyalty an individual feels toward the organization
A  referent power
B  organizational commitment
C  data mining
D  interactive leaders
Question #43
It refers to the extent to which an individual feels dedicated to a job
A  leadership double bind
B  social capital
C  job involvement
D  management information systems
Question #44
It refers to a strong positive feeling about one’s job and the organization
A  information and networking power
B  employee engagement
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  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  expert power
B  analytical competency
C  cognitive dissonance
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  coercive power
C  technological competency
D  consultative decision
Question #49
It refers to the degree to which someone is able to adjust behavior in response to external factors
A  self-monitoring
B  reward power
C  moral overconfidence
D  authority decision
Question #50
It refers to the extent to which someone is emotionally detached and manipulative
A  power
B  moral overconfidence
C  machiavellianism
D  substitutes for leadership
Question #51
It refers to the degree to which a person tends to defer to authority
A  democratic leader
B  authoritarianism
C  integrity
D  leadership
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  interactive leaders
C  workplace rage
D  laissez-faire leader
Question #54
It refers to the profile of characteristics making a person unique from others
A  human relations leader
B  assessment center
C  personality
D  leadership double bind
Question #55
It refers to the systematic attempt to influence how others perceive us
A  impression management
B  autocratic leader
C  biodata methods
D  work-life balance
Question #56
It refers to the tendency to define problems from one’s own point of view
A  situational interviews
B  selective perception
C  leadership style
D  base compensation
Question #57
It refers to the assignment of personal attributes to other individuals
A  performance management system
B  360-degree appraisals
C  projection
D  behavioral interviews
Question #58
It occurs when one attribute is used to develop an overall impression of a person or situation
A  halo effect
B  management development
C  unstructured interviews
D  multiperson comparison
Question #59
It occurs when attributes commonly associated with a group are assigned to an individual
A  stereotype
B  leniency
C  validity
D  reverse mentoring
Question #60
It refers to explaining personal success by internal causes and personal failures by external causes
A  self-serving bias
B  critical-incident technique
C  mentoring
D  reliability
Question #61
When you overestimate internal factors and underestimate external factors driving individual behavior
A  fundamental attribution error
B  recency bias
C  realistic job previews
D  coaching
Question #62
It refers to the process of explaining events
A  selection
B  behaviorally anchored rating scale
C  job rotation
D  attribution
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  self-monitoring
B  performance coaching
C  socialization
D  psychological contract
Question #65
It refers to the process through which people receive, organize, and interpret information from the environment
A  perception
B  onboarding/orientation
C  machiavellianism
D  performance assessment/performance review
Question #66
It refers to the process of negotiating, administering, and interpreting a labor contract
A  stress
B  work sampling
C  collective bargaining
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  management development
B  labor contract
C  mood contagion
D  locus of control
Question #68
It refers to an organization that deals with employers on the workers’ collective behalf
A  technology personality
B  reverse mentoring
C  labor union
D  moods
Question #69
It refers to the doctrine giving workers legal protections against discriminatory firings
A  personality
B  emotional intelligence
C  mentoring
D  wrongful discharge
Question #70
It means that employees can be terminated at any time for any reason
A  employment-at-will
B  coaching
C  emotions
D  impression management
Question #71
It refers to the involuntary dismissal of an employee
A  organizational citizenship behavior
B  job rotation
C  selective perception
D  termination
Question #72
It refers to offering workers financial incentives to retire early
A  early retirement incentive programs
B  projection
C  organizational commitment
D  training
Question #73
It refers to helping employees cope with personal stresses and problems
A  socialization
B  job involvement
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  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  cognitive dissonance
B  fundamental attribution error
C  assessment center
D  employee benefits
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  job burnout
C  situational interviews
D  graphic rating scale
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