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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  psychological contract
D  leadership double bind
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  mood contagion
B  emotional intelligence
C  collective bargaining
D  intuitive thinking
Question #4
It refers to leadership that is inspirational and arouses extraordinary effort and performance
A  labor contract
B  systematic thinking
C  moods
D  transformational leadership
Question #5
It inspires followers in extraordinary ways
A  labor union
B  charismatic leader
C  problem seekers
D  emotional intelligence
Question #6
It is made by a leader after receiving information, advice, or opinions from group members
A  consultative decision
B  emotions
C  problem solvers
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  authority decision
D  problem avoiders
Question #8
It seeks to factor in the work setting that direct work efforts without the involvement of a leader
A  organizational commitment
B  termination
C  referent power
D  substitutes for leadership
Question #9
It emphasizes both tasks and people
A  job involvement
B  social capital
C  early retirement incentive programs
D  democratic leader
Question #10
It is used in Fiedler’s contingency model to measure leadership style
A  employee engagement
B  least-preferred co-worker scale
C  information and networking power
D  employee assistance programs
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  decision making
D  expert power
Question #13
When someone acts in a command-and-control fashion
A  autocratic leader
B  legitimate power
C  restricted communication network
Question #14
It refers to a recurring pattern of behaviors exhibited by a leader
A  coercive power
B  leadership style
C  organizational citizenship behavior
D  centralized communication network
Question #15
It refers to the act of joining with a leader to accomplish tasks and goals
A  organizational commitment
B  decentralized communication network
C  reward power
D  followership
Question #16
It enables others to gain and use decision-making power
A  power
B  empowerment
C  disruptive activities
D  job involvement
Question #17
Follower-centered and committed to helping others in their work
A  servant leadership
B  leadership
C  distributed 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  task activity
C  personal wellness
D  visionary leadership
Question #19
It refers to a clear sense of the future
A  cognitive dissonance
B  cohesiveness
C  workplace rage
D  vision
Question #20
It refers to the capacity to influence other people because of their desire to identify personally with you
A  team virtuousness
B  referent power
C  attitude
D  job burnout
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  Type A personality
D  norm
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  team process
C  self-monitoring
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  machiavellianism
C  team diversity
D  stressor
Question #24
It refers to the capacity to influence others’ because of specialized knowledge
A  authoritarianism
B  stress
C  expert power
D  effective team
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  coercive power
B  bounded rationality
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  optimizing decision
B  personality
C  emotional intelligence
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  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  personal wellness
B  unintended consequences
C  projection
D  emotional intelligence
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  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  information
C  risk environment
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  authority decision
B  certain environment
C  constructive stress or eustress
D  data
Question #35
It refers to anything that causes tension
A  analytical competency
B  crisis decision
C  stressor
D  substitutes for leadership
Question #36
a state of tension caused by extraordinary demands, constraints, or opportunities
A  information competency
B  non-programmed decision
C  democratic leader
D  stress
Question #37
It refers to the spillover of one’s positive or negative moods to others
A  unstructured problems
B  least-preferred co-worker scale
C  technological competency
D  mood contagion
Question #38
It refers to the generalized positive and negative feelings or states of mind
A  laissez-faire leader
B  programmed decision
C  moral overconfidence
D  moods
Question #39
It refers to the ability to understand emotions and manage relationships effectively
A  moral overconfidence
B  emotional intelligence
C  structured problems
D  human relations leader
Question #40
It refers to strong feelings directed toward someone or something
A  autocratic leader
B  emotions
C  business intelligence
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  data mining
B  interactive leaders
C  organizational commitment
D  referent power
Question #43
It refers to the extent to which an individual feels dedicated to a job
A  management information systems
B  job involvement
C  social capital
D  leadership double bind
Question #44
It refers to a strong positive feeling about one’s job and the organization
A  information and networking power
B  information
C  employee engagement
D  gender similarities hypothesis
Question #45
It refers to the degree to which an individual feels positive or negative about a job
A  emotional intelligence
B  human capital
C  data
D  job satisfaction
Question #46
It refers to the discomfort felt when attitude and behavior are inconsistent
A  analytical competency
B  cognitive dissonance
C  transformational leadership
D  expert power
Question #47
It refers to a predisposition to act in a certain way
A  charismatic leader
B  attitude
C  information competency
D  legitimate power
Question #48
It refers to a person oriented toward extreme achievement, impatience, and perfectionism
A  coercive power
B  technological competency
C  consultative decision
D  Type A personality
Question #49
It refers to the degree to which someone is able to adjust behavior in response to external factors
A  authority decision
B  moral overconfidence
C  self-monitoring
D  reward power
Question #50
It refers to the extent to which someone is emotionally detached and manipulative
A  substitutes for leadership
B  machiavellianism
C  power
D  moral overconfidence
Question #51
It refers to the degree to which a person tends to defer to authority
A  leadership
B  democratic leader
C  integrity
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  interactive leaders
B  laissez-faire leader
C  workplace rage
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  leadership double bind
D  assessment center
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  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  performance management system
B  behavioral interviews
C  360-degree appraisals
D  projection
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  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  critical-incident technique
C  mentoring
D  reliability
Question #61
When you overestimate internal factors and underestimate external factors driving individual behavior
A  recency bias
B  coaching
C  fundamental attribution error
D  realistic job previews
Question #62
It refers to the process of explaining events
A  selection
B  attribution
C  job rotation
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  graphic rating scale
B  training
C  traditional recruitment
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  psychological contract
D  socialization
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  authoritarianism
B  stress
C  work sampling
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  mood contagion
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  wrongful discharge
D  emotional intelligence
Question #70
It means that employees can be terminated at any time for any reason
A  impression management
B  employment-at-will
C  emotions
D  coaching
Question #71
It refers to the involuntary dismissal of an employee
A  organizational citizenship behavior
B  selective perception
C  termination
D  job rotation
Question #72
It refers to offering workers financial incentives to retire early
A  early retirement incentive programs
B  training
C  organizational commitment
D  projection
Question #73
It refers to helping employees cope with personal stresses and problems
A  socialization
B  halo effect
C  employee assistance programs
D  job involvement
Question #74
It refers to benefits helping employees achieve better work-life balance
A  onboarding/orientation
B  stereotype
C  employee engagement
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  self-serving bias
C  job satisfaction
D  work sampling
Question #76
It refers to non-monetary forms of compensation such as health insurance and retirement plans
A  fundamental attribution error
B  employee benefits
C  cognitive dissonance
D  assessment center
Question #77
It refers to giving the right to purchase shares at a fixed price in the future
A  attribution
B  stock options
C  biodata methods
D  workplace rage
Question #78
It refers to helping employees purchase stock in their employing companies
A  job burnout
B  graphic rating scale
C  situational interviews
D  employee stock ownership plans
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