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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 1

Navigation   » List of Schools  »  California State University, Northridge  »  Management  »  Management 360 – Management and Organizational Behavior  »  2019  »  Reviewer 1

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Below are the questions for the exam with the choices of answers:

Question #1
It refers to plans to allow employees to share in cost savings or productivity gains realized by their efforts
A  destructive stress or strain
B  behavioral interviews
C  performance coaching
D  gain-sharing
Question #2
It refers to plans to distribute to employees a proportion of net profits earned by the organization
A  profit-sharing
B  unstructured interviews
C  performance assessment/performance review
D  constructive stress or eustress
Question #3
It refers to the provision of one-time payments based on performance accomplishments
A  job discrimination
B  stressor
C  bonus pay
D  performance management system
Question #4
It refers to the awarding of pay increases in proportion to performance contributions
A  stress
B  merit pay
C  management development
D  employee value propositions
Question #5
It refers to balancing of career demands with personal and family needs
A  strategic human resource management
B  work-life balance
C  reverse mentoring
D  mood contagion
Question #6
It refers to the salary or hourly wage paid to an individual
A  moods
B  person-organization fit
C  base compensation
D  mentoring
Question #7
It refers to the inclusio of superiors, subordinates, peers, and even customers in the appraisal process
A  emotional intelligence
B  coaching
C  person-job fit
D  360-degree appraisals
Question #8
It refers to the comparison of one person’s performance with that of others
A  job rotation
B  human capital
C  multiperson comparison
D  emotions
Question #9
It refers to the tendency to give employees a higher performance rating than they deserve
A  training
B  organizational citizenship behavior
C  human resource management
D  leniency
Question #10
When you keep a log of employees’ effective and ineffective job behaviors
A  organizational commitment
B  critical-incident technique
C  Competitive advantage 
D  socialization
Question #11
When there is overemphasis on the most recent behaviors when evaluating individuals’ performance
A  assessment center
B  financial resources 
C  job involvement
D  recency bias
Question #12
It refers to the use of specific descriptions of actual behaviors to rate various levels of performance
A  employee engagement
B  strategic management 
C  behaviorally anchored rating scale
D  biodata methods
Question #13
It refers to the use of a checklist of traits or characteristics to evaluate performance
A  halo effect
B  graphic rating scale
C  situational interviews
D  job satisfaction
Question #14
It provides frequent and developmental feedback for how a worker can improve job performance
A  behavioral interviews
B  performance coaching
C  cognitive dissonance
D  stereotype
Question #15
It refers to the process of formally evaluating performance and providing feedback to a job holder
A  unstructured interviews
B  self-serving bias
C  performance assessment/performance review
Question #16
It sets standards, assesses results, and plans for performance improvements
A  fundamental attribution error
B  validity
C  performance management system
Question #17
It refers to the training to improve knowledge and skills in the management process
A  management development
B  attribution
C  external recruitment
D  reliability
Question #18
When younger employees mentor seniors to improve their technology skills
A  realistic job previews
B  recruitment
C  reverse mentoring
D  employee value proposition
Question #19
It assigns new hires and early-career employees as proteges to more senior employees
A  mentoring
B  psychological contract
C  selection
D  job specifications
Question #20
It occurs when an experienced employee offers performance advice to a less experienced co-worker
A  coaching
B  traditional recruitment
C  perception
D  job description
Question #21
When people switch tasks to learn multiple jobs
A  job rotation
B  job analysis
C  internal recruitment
D  collective bargaining
Question #22
It provides learning opportunities to acquire and improve job-related skills
A  training
B  human resource planning
C  labor contract
D  social recruiting
Question #23
It is a process of learning and adapting to the organizational culture
A  socialization
B  labor union
C  workplace privacy
D  validity
Question #24
It familiarizes new hires with the organization’s mission and culture, their jobs and co-workers, and performance expectations
A  wrongful discharge
B  reliability
C  permatemps
D  onboarding/orientation
Question #25
When applicants are evaluated while performing actual work tasks
A  realistic job previews
B  employment-at-will
C  work sampling
D  independent contractors
Question #26
It examines how job candidates handle simulated work situations
A  comparable worth
B  assessment center
C  selection
D  termination
Question #27
When you collect certain biographical information that has been proven to correlate with good job performance
A  early retirement incentive programs
B  sexual harassment
C  biodata methods
D  traditional recruitment
Question #28
When the interviewer asks job applicants how they would react in specific situations
A  situational interviews
B  bona fide occupational qualifications
C  internal recruitment
Question #29
When the intervewer ask job applicants about past behaviors
A  behavioral interviews
B  affirmative action
C  employment-at-will
D  social recruiting
Question #30
When the interviewer does not work from a formal and pre-established list of questions that is asked of all interviewees
A  termination
B  strategic human resource management
C  unstructured interviews
D  bonus pay
Question #31
It means that scores on a selection device have a demonstrated correlation with future job performance
A  person-organization fit
B  validity
C  early retirement incentive programs
D  merit pay
Question #32
It means that a selection device repeatedly gives consistent results
A  person-job fit
B  reliability
C  employee assistance programs
D  work-life balance
Question #33
It provides job candidates with all pertinent information about a job and an organization, both positive and negative
A  base compensation
B  family-friendly benefits
C  realistic job previews
D  human capital
Question #34
It refers to choosing individuals to hire from a pool of qualified job applicants
A  selection
B  360-degree appraisals
C  human resource management
D  flexible benefits
Question #35
It seeks to focus on selling the job and organization to applicants
A  employee benefits
B  Competitive advantage 
C  multiperson comparison
D  traditional recruitment
Question #36
When you seek job applicants from inside the organization
A  internal recruitment
B  financial resources 
C  stock options
D  leniency
Question #37
When employers browse social media sites looking for prospective job candidates
A  strategic management 
B  social recruiting
C  employee stock ownership plans
D  critical-incident technique
Question #38
It refers to seeking job applicants from outside the organization
A  recency bias
B  gain-sharing
C  work sampling
D  external recruitment
Question #39
It refers to the set of activities designed to attract a talented pool of job applicants
A  assessment center
B  behaviorally anchored rating scale
C  recruitment
D  profit-sharing
Question #40
It lists the qualifications required of a job holder
A  job specifications
B  biodata methods
C  strategic human resource management
Question #41
It details the duties and responsibilities of a job holder
A  person-organization fit
B  job description
C  comparable worth
D  situational interviews
Question #42
It refers t o the study of what exactly is done in a job, and why
A  job analysis
B  person-job fit
C  sexual harassment
D  behavioral interviews
Question #43
It refers to the analysis of staffing needs and identifies actions to fill those needs
A  unstructured interviews
B  human capital
C  human resource planning
D  bona fide occupational qualifications
Question #44
It refers to the right to privacy while at work
A  validity
B  workplace privacy
C  human resource management
D  affirmative action
Question #45
It refers to workers that are employed in a temporary status for an extended period of time
A  permatemps
B  equal employment opportunities
C  Competitive advantage 
D  reliability
Question #46
It refers to those who are hired as needed and are not part of the organization’s permanent workforce
A  independent contractors
B  financial resources 
C  realistic job previews
D  job discrimination
Question #47
It holds that persons performing jobs of similar importance should be paid at comparable levels
A  strategic management 
B  selection
C  comparable worth
D  employee value propositions
Question #48
It refers to the behavior of a sexual nature that affects a person’s employment situation
A  traditional recruitment
B  job specifications
C  validity
D  sexual harassment
Question #49
It refers to the employment criteria justified by the capacity to perform a job
A  reliability
B  bona fide occupational qualifications
C  job description
D  internal recruitment
Question #50
It refers to the effort to give preference in employment to women and minority group members who have traditionally been underrepresented
A  social recruiting
B  realistic job previews
C  affirmative action
D  job analysis
Question #51
It refers to the requirement that employment decisions be made without regard to sex, race, color, ethnicity, national origin, able-bodiedness, or religion
A  equal employment opportunities
B  selection
C  human resource planning
Question #52
It occurs when someone is denied a job or work assignment for reasons that are not job relevant
A  equal employment opportunities
B  traditional recruitment
C  job discrimination
D  workplace privacy
Question #53
It refers to the packages of opportunities and rewards that make diverse and talented people want to belong to and work hard for the organization
A  employee value propositions
B  job discrimination
C  permatemps
D  internal recruitment
Question #54
It refers to the mobilization of human capital to implement organizational strategies
A  social recruiting
B  independent contractors
C  strategic human resource management
D  employee value propositions
Question #55
It refers to the extent to which an individual’s values, interests, and behavior are consistent with the culture of the organization
A  strategic human resource management
B  comparable worth
C  person-organization fit
D  external recruitment
Question #56
It refers to the extent to which an individual’s knowledge, skills, experiences and personal characteristics are consistent with the requirements of their work
A  person-job fit
B  recruitment
C  person-organization fit
D  sexual harassment
Question #57
It refers to the economic value of people with job-relevant knowledge, skills, abilities, ideas, energies, and commitments
A  person-job fit
B  bona fide occupational qualifications
C  human capital
Question #58
It refers to the process of attracting, developing, and maintaining a talented workforce
A  human resource management
B  job description
C  affirmative action
D  human capital
Question #59
Pershing General Hospital is a 125-bed, primary-care facility located in a rural area. As there are no other hospitals within 50 miles, it provides the one and only, high-quality emergency, primary care, and retail pharmacy within its service area. This is considered Pershing General Hospital’s:
A  Mission 
B  Strategy
C  Vision 
D  Competitive advantage 
Question #60
Typical sources of competitive advantage are technology, cost and quality, knowledge and speed, barriers to entry, and _____.
A  creativity
B  a multi domestic strategy 
C  empowerment of employees 
D  a transnational strategy 
E  financial resources 
Question #61
The essence of _____ is formulating and implementing strategies.
A  a vision
B  strategic management 
C  a functional strategy 
D  strategy analysis 
E  a mission 
Question #62
Organizational culture is the predominant value system for the organization as a whole.
A  FALSE
B  TRUE
Question #63
Decreasing the size of operations is called:
A  co-opetition. 
B  downsizing. 
C  vertical integration.
D  globalization. 
E  diversification. 
Question #64
Adopting standardized products and advertising for use worldwide is called a(n):
A  transnational strategy. 
B  turnaround strategy. 
C  globalization strategy. 
D  downsizing strategy.
E  multi-domestic strategy. 
Question #65
Acquiring or investing in new and different businesses is which type of growth strategy?
A  Retrenchment 
B  Restructuring 
C  Concentration 
D  Divestiture
E  Diversification 
Question #66
A _____is the ability to outperform rivals in ways that are difficult or costly to imitate.
A  strategy 
B  sustainable competitive advantage
C  competitive analysis 
D  SWOT analysis 
E  strategic intent 
Question #67
A _____ offers a unique product to a special market segment.
A  globalization 
B  differentiation 
C  focused differentiation 
D  cost leadership
E  focused cost leadership 
Question #68
A clear sense of mission helps managers act in ways so that the organization inspires the support and respect of _____, the individuals and groups directly affected by the organization and its strategic accomplishments.
A  special interest groups 
B  stockholders 
C  stakeholders
D  employees 
E  focal groups
Question #69
_____is the intentional distortion of information to make appear most favorable to the recipient.
A  A mixed message
B  Dysfunctional communication 
C  Disruptive communication 
D  Information filtering 
E  Noise 
Question #70
_____ listening helps the source of a message say what he or she really means.
A  Active 
B  Collaborative
C  Passive 
D  Assertive 
E  Accommodative
Question #71
The pathway through which a message moves from a sender to receiver is called:
A  delivery vehicle. 
B  an ear. 
C  an email. 
D  a memo. 
E  a communication channel.
Question #72
Presenting a message in a manner that causes the other person to support it is called:
A  filtering. 
B  nonverbal communication.
C  credibility. 
D  persuasion. 
E  communication. 
Question #73
In a _____ conflict, no one achieves his or her true desires, and the underlying reasons for conflict remain unaffected.
A  win-lose
B  win-win 
C  collaborative 
D  lose-lose 
E  competitive 
Question #74
Having trust, respect, and integrity in the eyes of others is known as:
A  filtering. 
B  credibility
C  persuasion.
D  communication
E  nonverbal communication.
Question #75
Giving feedback directly and with real feeling, based on trust between you and the receiver is an example of _____.
A  constructive feedback 
B  destructive feedback 
C  substantive conflict 
D  space design 
E  active listening
Question #76
A _____results when words communicate one message while actions, body language, or appearance communicate something else.
A  status effect 
B  richness of channel selection 
C  mixed message
D  space design
E  filter 
Question #77
A mixed message occurs when _____.
A  the person sending the message uses two languages. 
B  a person’s words communicate one message while actions, body language, or appearance communicate something else
C  the person sending the message is from a different culture than the person receiving the message.
D  a person gives the original message in written form and receives the feedback orally.
E  a person uses both written and oral communication channels at the same time.
Question #78
A disagreement over issues of substance and/or an emotional antagonism is called a(n) _____.
A  conflict resolution 
B  avoidance 
C  conflict
D  feedback 
E  mediation 
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