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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  multidimensional thinking
B  perception
C  gender similarities hypothesis
D  stress
Question #3
It refers to the ability to manage our emotions in social relationships
A  emotional intelligence
B  mood contagion
C  intuitive thinking
D  collective bargaining
Question #4
It refers to leadership that is inspirational and arouses extraordinary effort and performance
A  moods
B  systematic thinking
C  transformational leadership
D  labor contract
Question #5
It inspires followers in extraordinary ways
A  charismatic leader
B  emotional intelligence
C  problem seekers
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  emotions
D  problem solvers
Question #7
It is made by the leader and then communicated to the group
A  employment-at-will
B  problem avoiders
C  organizational citizenship behavior
D  authority decision
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  substitutes for leadership
D  referent power
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  employee assistance programs
C  information and networking power
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  decision making
B  expert power
C  human relations leader
D  flexible benefits
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  coercive power
B  organizational citizenship behavior
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  organizational commitment
B  followership
C  reward power
D  decentralized communication network
Question #16
It enables others to gain and use decision-making power
A  empowerment
B  power
C  job involvement
D  disruptive activities
Question #17
Follower-centered and committed to helping others in their work
A  employee engagement
B  servant leadership
C  leadership
D  distributed 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  visionary leadership
C  personal wellness
D  task activity
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  job burnout
C  attitude
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  Type A personality
D  destructive stress or strain
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  information and networking power
C  self-monitoring
D  team process
Question #23
It refers to the ability to get things done based on what we know and can do
A  machiavellianism
B  stressor
C  human capital
D  team diversity
Question #24
It refers to the capacity to influence others’ because of specialized knowledge
A  effective team
B  authoritarianism
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  team building
B  mood contagion
C  legitimate power
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  technology personality
C  coercive power
D  bounded rationality
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  reward power
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  impression management
B  classical decision model
C  power
D  emotions
Question #29
It refers to the process of inspiring others to work hard to accomplish important tasks
A  selective perception
B  gender similarities hypothesis
C  cost-benefit analysis
D  leadership
Question #30
It refers to the pursuit of one’s full potential through a personal health-promotion program
A  emotional intelligence
B  projection
C  unintended consequences
D  personal wellness
Question #31
It refers to showing aggressive behavior toward co-workers or the work setting
A  workplace rage
B  decision-making process
C  transformational leadership
D  data mining
Question #32
It refers to the feeling of physical and mental exhaustion from work stress
A  uncertain environment
B  charismatic leader
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  risk environment
B  information
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  data
B  authority decision
C  certain environment
D  constructive stress or eustress
Question #35
It refers to anything that causes tension
A  crisis decision
B  analytical competency
C  stressor
D  substitutes for leadership
Question #36
a state of tension caused by extraordinary demands, constraints, or opportunities
A  non-programmed decision
B  stress
C  democratic leader
D  information competency
Question #37
It refers to the spillover of one’s positive or negative moods to others
A  mood contagion
B  unstructured problems
C  least-preferred co-worker scale
D  technological competency
Question #38
It refers to the generalized positive and negative feelings or states of mind
A  moral overconfidence
B  programmed decision
C  moods
D  laissez-faire leader
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  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  organizational citizenship behavior
C  moral leadership
D  vision
Question #42
It refers to the loyalty an individual feels toward the organization
A  organizational commitment
B  interactive leaders
C  data mining
D  referent power
Question #43
It refers to the extent to which an individual feels dedicated to a job
A  job involvement
B  social capital
C  management information systems
D  leadership double bind
Question #44
It refers to a strong positive feeling about one’s job and the organization
A  information
B  information and networking power
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  data
C  job satisfaction
D  human capital
Question #46
It refers to the discomfort felt when attitude and behavior are inconsistent
A  transformational leadership
B  cognitive dissonance
C  analytical competency
D  expert power
Question #47
It refers to a predisposition to act in a certain way
A  charismatic leader
B  legitimate power
C  attitude
D  information competency
Question #48
It refers to a person oriented toward extreme achievement, impatience, and perfectionism
A  technological competency
B  Type A personality
C  coercive power
D  consultative decision
Question #49
It refers to the degree to which someone is able to adjust behavior in response to external factors
A  moral overconfidence
B  reward power
C  authority decision
D  self-monitoring
Question #50
It refers to the extent to which someone is emotionally detached and manipulative
A  moral overconfidence
B  machiavellianism
C  substitutes for leadership
D  power
Question #51
It refers to the degree to which a person tends to defer to authority
A  leadership
B  authoritarianism
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  locus of control
D  personal wellness
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  technology personality
D  workplace rage
Question #54
It refers to the profile of characteristics making a person unique from others
A  assessment center
B  human relations leader
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  work-life balance
D  biodata methods
Question #56
It refers to the tendency to define problems from one’s own point of view
A  leadership style
B  base compensation
C  situational interviews
D  selective perception
Question #57
It refers to the assignment of personal attributes to other individuals
A  360-degree appraisals
B  projection
C  behavioral interviews
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  multiperson comparison
C  unstructured interviews
D  management development
Question #59
It occurs when attributes commonly associated with a group are assigned to an individual
A  stereotype
B  validity
C  reverse mentoring
D  leniency
Question #60
It refers to explaining personal success by internal causes and personal failures by external causes
A  critical-incident technique
B  reliability
C  mentoring
D  self-serving bias
Question #61
When you overestimate internal factors and underestimate external factors driving individual behavior
A  recency bias
B  fundamental attribution error
C  realistic job previews
D  coaching
Question #62
It refers to the process of explaining events
A  job rotation
B  selection
C  behaviorally anchored rating scale
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  graphic rating scale
B  employee value proposition
C  training
D  traditional recruitment
Question #64
It refers to the set of individual expectations about the employment relationship
A  psychological contract
B  socialization
C  self-monitoring
D  performance coaching
Question #65
It refers to the process through which people receive, organize, and interpret information from the environment
A  onboarding/orientation
B  machiavellianism
C  performance assessment/performance review
D  perception
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  labor contract
B  locus of control
C  management development
D  mood contagion
Question #68
It refers to an organization that deals with employers on the workers’ collective behalf
A  reverse mentoring
B  labor union
C  technology personality
D  moods
Question #69
It refers to the doctrine giving workers legal protections against discriminatory firings
A  emotional intelligence
B  mentoring
C  personality
D  wrongful discharge
Question #70
It means that employees can be terminated at any time for any reason
A  coaching
B  impression management
C  employment-at-will
D  emotions
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  projection
B  early retirement incentive programs
C  training
D  organizational commitment
Question #73
It refers to helping employees cope with personal stresses and problems
A  job involvement
B  employee assistance programs
C  halo effect
D  socialization
Question #74
It refers to benefits helping employees achieve better work-life balance
A  stereotype
B  family-friendly benefits
C  onboarding/orientation
D  employee engagement
Question #75
It refers to programs that allow employees to choose from a range of benefit options
A  work sampling
B  flexible benefits
C  self-serving bias
D  job satisfaction
Question #76
It refers to non-monetary forms of compensation such as health insurance and retirement plans
A  fundamental attribution error
B  assessment center
C  employee benefits
D  cognitive dissonance
Question #77
It refers to giving the right to purchase shares at a fixed price in the future
A  biodata methods
B  workplace rage
C  attribution
D  stock options
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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