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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  stress
B  gender similarities hypothesis
C  multidimensional thinking
D  perception
Question #3
It refers to the ability to manage our emotions in social relationships
A  intuitive thinking
B  emotional intelligence
C  collective bargaining
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  moods
D  labor contract
Question #5
It inspires followers in extraordinary ways
A  charismatic leader
B  problem seekers
C  labor union
D  emotional intelligence
Question #6
It is made by a leader after receiving information, advice, or opinions from group members
A  problem solvers
B  wrongful discharge
C  consultative decision
D  emotions
Question #7
It is made by the leader and then communicated to the group
A  employment-at-will
B  authority decision
C  organizational citizenship behavior
D  problem avoiders
Question #8
It seeks to factor in the work setting that direct work efforts without the involvement of a leader
A  referent power
B  organizational commitment
C  substitutes for leadership
D  termination
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  least-preferred co-worker scale
B  employee engagement
C  employee assistance programs
D  information and networking power
Question #11
It has a “do the best you can and don’t bother me” attitude
A  human capital
B  job satisfaction
C  family-friendly benefits
D  laissez-faire leader
Question #12
When a person emphasizes people over task
A  flexible benefits
B  human relations leader
C  decision making
D  expert power
Question #13
When someone acts in a command-and-control fashion
A  legitimate power
B  restricted communication network
C  autocratic leader
Question #14
It refers to a recurring pattern of behaviors exhibited by a leader
A  centralized communication network
B  organizational citizenship behavior
C  leadership style
D  coercive power
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  disruptive activities
B  power
C  empowerment
D  job involvement
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  job satisfaction
C  personal wellness
D  task activity
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  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  destructive stress or strain
B  social capital
C  norm
D  Type A personality
Question #22
It refers to the ability to influence others through access to information and contacts with other people
A  team process
B  information and networking power
C  constructive stress or eustress
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  machiavellianism
C  team diversity
D  human capital
Question #24
It refers to the capacity to influence others’ because of specialized knowledge
A  expert power
B  authoritarianism
C  effective team
D  stress
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  mood contagion
C  legitimate power
D  team building
Question #26
It refers to the capacity to punish or withhold positive outcomes as a means of influencing other people
A  bounded rationality
B  coercive power
C  moods
D  technology personality
Question #27
It refers to the capacity to offer something of value as a means of influencing other people
A  personality
B  reward power
C  optimizing decision
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  power
B  classical decision model
C  impression management
D  emotions
Question #29
It refers to the process of inspiring others to work hard to accomplish important tasks
A  leadership
B  selective perception
C  cost-benefit analysis
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  emotional intelligence
D  projection
Question #31
It refers to showing aggressive behavior toward co-workers or the work setting
A  workplace rage
B  decision-making process
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  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  destructive stress or strain
B  risk environment
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  constructive stress or eustress
C  authority decision
D  data
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  stress
B  non-programmed decision
C  information competency
D  democratic leader
Question #37
It refers to the spillover of one’s positive or negative moods to others
A  mood contagion
B  technological competency
C  unstructured problems
D  least-preferred co-worker scale
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  emotional intelligence
D  structured problems
Question #40
It refers to strong feelings directed toward someone or something
A  emotions
B  autocratic leader
C  integrity
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  big data
B  vision
C  moral leadership
D  organizational citizenship behavior
Question #42
It refers to the loyalty an individual feels toward the organization
A  data mining
B  referent power
C  interactive leaders
D  organizational commitment
Question #43
It refers to the extent to which an individual feels dedicated to a job
A  social capital
B  management information systems
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
C  information and networking power
D  gender similarities hypothesis
Question #45
It refers to the degree to which an individual feels positive or negative about a job
A  human capital
B  data
C  emotional intelligence
D  job satisfaction
Question #46
It refers to the discomfort felt when attitude and behavior are inconsistent
A  cognitive dissonance
B  transformational leadership
C  expert power
D  analytical competency
Question #47
It refers to a predisposition to act in a certain way
A  attitude
B  information competency
C  charismatic leader
D  legitimate power
Question #48
It refers to a person oriented toward extreme achievement, impatience, and perfectionism
A  consultative decision
B  Type A personality
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  moral overconfidence
B  self-monitoring
C  authority decision
D  reward power
Question #50
It refers to the extent to which someone is emotionally detached and manipulative
A  machiavellianism
B  substitutes for leadership
C  power
D  moral overconfidence
Question #51
It refers to the degree to which a person tends to defer to authority
A  authoritarianism
B  leadership
C  democratic leader
D  integrity
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  technology personality
C  laissez-faire leader
D  interactive leaders
Question #54
It refers to the profile of characteristics making a person unique from others
A  human relations leader
B  assessment center
C  leadership double bind
D  personality
Question #55
It refers to the systematic attempt to influence how others perceive us
A  biodata methods
B  autocratic leader
C  work-life balance
D  impression management
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  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  halo effect
B  unstructured interviews
C  multiperson comparison
D  management development
Question #59
It occurs when attributes commonly associated with a group are assigned to an individual
A  reverse mentoring
B  validity
C  stereotype
D  leniency
Question #60
It refers to explaining personal success by internal causes and personal failures by external causes
A  reliability
B  mentoring
C  self-serving bias
D  critical-incident technique
Question #61
When you overestimate internal factors and underestimate external factors driving individual behavior
A  recency bias
B  realistic job previews
C  fundamental attribution error
D  coaching
Question #62
It refers to the process of explaining events
A  job rotation
B  selection
C  attribution
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  performance coaching
B  self-monitoring
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  collective bargaining
B  authoritarianism
C  work sampling
D  stress
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  management development
C  locus of control
D  labor contract
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  wrongful discharge
B  mentoring
C  emotional intelligence
D  personality
Question #70
It means that employees can be terminated at any time for any reason
A  employment-at-will
B  impression management
C  emotions
D  coaching
Question #71
It refers to the involuntary dismissal of an employee
A  selective perception
B  organizational citizenship behavior
C  job rotation
D  termination
Question #72
It refers to offering workers financial incentives to retire early
A  training
B  organizational commitment
C  early retirement incentive programs
D  projection
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  onboarding/orientation
B  employee engagement
C  stereotype
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  cognitive dissonance
B  assessment center
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  attribution
C  workplace rage
D  stock options
Question #78
It refers to helping employees purchase stock in their employing companies
A  graphic rating scale
B  situational interviews
C  job burnout
D  employee stock ownership plans
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