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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  stressor
C  leadership double bind
D  strategic opportunism
Question #2
It holds that males and females have similar psychological properties
A  perception
B  gender similarities hypothesis
C  multidimensional thinking
D  stress
Question #3
It refers to the ability to manage our emotions in social relationships
A  mood contagion
B  collective bargaining
C  emotional intelligence
D  intuitive thinking
Question #4
It refers to leadership that is inspirational and arouses extraordinary effort and performance
A  moods
B  transformational leadership
C  systematic thinking
D  labor contract
Question #5
It inspires followers in extraordinary ways
A  labor union
B  emotional intelligence
C  charismatic leader
D  problem seekers
Question #6
It is made by a leader after receiving information, advice, or opinions from group members
A  wrongful discharge
B  consultative decision
C  emotions
D  problem solvers
Question #7
It is made by the leader and then communicated to the group
A  authority decision
B  organizational citizenship behavior
C  employment-at-will
D  problem avoiders
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  job involvement
B  democratic leader
C  social capital
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  information and networking power
C  employee assistance programs
D  employee engagement
Question #11
It has a “do the best you can and don’t bother me” attitude
A  laissez-faire leader
B  human capital
C  job satisfaction
D  family-friendly benefits
Question #12
When a person emphasizes people over task
A  expert power
B  flexible benefits
C  human relations leader
D  decision making
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  coercive power
C  leadership style
D  organizational citizenship behavior
Question #15
It refers to the act of joining with a leader to accomplish tasks and goals
A  reward power
B  decentralized communication network
C  followership
D  organizational commitment
Question #16
It enables others to gain and use decision-making power
A  job involvement
B  power
C  empowerment
D  disruptive activities
Question #17
Follower-centered and committed to helping others in their work
A  employee engagement
B  distributed leadership
C  servant leadership
D  leadership
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  vision
B  cohesiveness
C  cognitive dissonance
D  workplace rage
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  constructive stress or eustress
B  self-monitoring
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  stress
B  authoritarianism
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  mood contagion
B  legitimate power
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  technology personality
B  coercive power
C  moods
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  personality
C  optimizing decision
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  power
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  cost-benefit analysis
B  leadership
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  emotional intelligence
B  personal wellness
C  projection
D  unintended consequences
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  charismatic leader
B  uncertain environment
C  job burnout
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  constructive stress or eustress
B  certain environment
C  authority decision
D  data
Question #35
It refers to anything that causes tension
A  substitutes for leadership
B  crisis decision
C  stressor
D  analytical competency
Question #36
a state of tension caused by extraordinary demands, constraints, or opportunities
A  democratic leader
B  information competency
C  stress
D  non-programmed decision
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  moral overconfidence
C  programmed decision
D  moods
Question #39
It refers to the ability to understand emotions and manage relationships effectively
A  moral overconfidence
B  emotional intelligence
C  human relations leader
D  structured problems
Question #40
It refers to strong feelings directed toward someone or something
A  autocratic leader
B  business intelligence
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  vision
C  organizational citizenship behavior
D  moral leadership
Question #42
It refers to the loyalty an individual feels toward the organization
A  referent power
B  organizational commitment
C  interactive leaders
D  data mining
Question #43
It refers to the extent to which an individual feels dedicated to a job
A  leadership double bind
B  job involvement
C  management information systems
D  social capital
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  data
B  emotional intelligence
C  job satisfaction
D  human capital
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  information competency
C  legitimate power
D  charismatic leader
Question #48
It refers to a person oriented toward extreme achievement, impatience, and perfectionism
A  consultative decision
B  Type A personality
C  technological competency
D  coercive power
Question #49
It refers to the degree to which someone is able to adjust behavior in response to external factors
A  reward power
B  authority decision
C  moral overconfidence
D  self-monitoring
Question #50
It refers to the extent to which someone is emotionally detached and manipulative
A  machiavellianism
B  moral overconfidence
C  power
D  substitutes for leadership
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  least-preferred co-worker scale
B  moral leadership
C  personal wellness
D  locus of control
Question #53
It reflects levels of social media use and how media are used to connect to others
A  laissez-faire leader
B  technology personality
C  interactive leaders
D  workplace rage
Question #54
It refers to the profile of characteristics making a person unique from others
A  leadership double bind
B  human relations leader
C  personality
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  selective perception
B  leadership style
C  base compensation
D  situational interviews
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  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  stereotype
B  validity
C  leniency
D  reverse mentoring
Question #60
It refers to explaining personal success by internal causes and personal failures by external causes
A  reliability
B  critical-incident technique
C  self-serving bias
D  mentoring
Question #61
When you overestimate internal factors and underestimate external factors driving individual behavior
A  coaching
B  realistic job previews
C  recency bias
D  fundamental attribution error
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  psychological contract
B  socialization
C  performance coaching
D  self-monitoring
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  collective bargaining
D  work sampling
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  labor contract
C  management development
D  locus of control
Question #68
It refers to an organization that deals with employers on the workers’ collective behalf
A  technology personality
B  moods
C  labor union
D  reverse mentoring
Question #69
It refers to the doctrine giving workers legal protections against discriminatory firings
A  personality
B  wrongful discharge
C  emotional intelligence
D  mentoring
Question #70
It means that employees can be terminated at any time for any reason
A  emotions
B  impression management
C  employment-at-will
D  coaching
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  early retirement incentive programs
C  projection
D  organizational commitment
Question #73
It refers to helping employees cope with personal stresses and problems
A  employee assistance programs
B  socialization
C  job involvement
D  halo effect
Question #74
It refers to benefits helping employees achieve better work-life balance
A  employee engagement
B  family-friendly benefits
C  stereotype
D  onboarding/orientation
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  work sampling
D  job satisfaction
Question #76
It refers to non-monetary forms of compensation such as health insurance and retirement plans
A  assessment center
B  fundamental attribution error
C  cognitive dissonance
D  employee benefits
Question #77
It refers to giving the right to purchase shares at a fixed price in the future
A  stock options
B  attribution
C  workplace rage
D  biodata methods
Question #78
It refers to helping employees purchase stock in their employing companies
A  graphic rating scale
B  job burnout
C  employee stock ownership plans
D  situational interviews
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