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INTRODUCTION TO PHARMACY > Finals > Flashcards

Finals Flashcards

1
Q

Pharmacist, of course have to be licensed and adhere to requirements for continuing education.

a. Hours
b. Licensed and registration
c. Compensation
d. Fringe benefits

A

Licensed and registration

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2
Q

A major issue is the number of hours per week, the number of days per week, evening and holiday work, and the time and methods of
payment for both regular and overtime work.

a. Hours
b. Licensed and registration
c. Compensation
d. Fringe benefits

A

Hours

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3
Q

The bulk of a person’s earnings come from a base salary or wage and incentives like bonuses.
Competitive wages must be paid to attract and retain competent personnel.

a. Hours
b. Licensed and registration
c. Compensation
d. Fringe benefits

A

Compensation

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4
Q

Health insurance

a. Hours
b. Licensed and registration
c. Compensation
d. Fringe benefits

A

Fringe benefits

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5
Q

These are important but can disrupt operations.

a. Hours
b. Vacation
c. Time off
d. Training

A

Time off

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6
Q

Each employee should be given adequate time to be familiarized with the job.

a. Hours
b. Vacation
c. Time off
d. Training

A

Training

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7
Q

Conflicts with employees will occur. The best course of action is to plan for them and establish a procedure
for handling grievances in an expeditious manner.

a. Grievances
b. Vacation
c. Time off
d. Training

A

Grievances

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8
Q

A major consideration in the staffing process is whether higher level positions can be filled from within
the pharmacy.

a. Hours
b. Vacation
c. Promotion
d. Training

A

Promotion

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9
Q

Clear written policies must be developed to make the termination as clear as possible from both an operational and legal standpoint.

a. Hours
b. Vacation
c. Termination
d. Training

A

Termination

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10
Q

Will be review of personnel performance.

a. Hours
b. Vacation
c. Personnel review
d. Training

A

Personnel review

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11
Q

Emphasizes personal qualities

a. Job description
b. Job analysis
c. Job specification

A

Job specification

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12
Q

Emphasizes the work elements to
be performed

a. Job description
b. Job analysis
c. Job specification

A

Job description

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13
Q

It provides the basis for selecting the right employees for each position in the pharmacy

a. Job description
b. Job analysis
c. Job specification

A

Job specification

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14
Q

A statement of the human qualifications necessary to do the job.

a. Job description
b. Job analysis
c. Job specification

A

Job description

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15
Q

A process of obtaining all pertinent job facts.

a. Job description
b. Job analysis
c. Job specification

A

Job analysis

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16
Q

One who is hired to perform task,
the completion of which is pre-
determined on the employment is
for the duration of the season

a. Seasonal employee
b. Substitute employee
c. Project employee
d. Casual employee
e. Contractual employee
f. Probationary employee
g. Regular employee

A

Seasonal employee

17
Q

One who by nature of his job
performs tasks that are necessary
or desirable in the usual business
or trade of the employer.

a. Seasonal employee
b. Substitute employee
c. Project employee
d. Casual employee
e. Contractual employee
f. Probationary employee
g. Regular employee

A

Regular employee

18
Q

One who is hired to fill a regular
position in the company but who
is to undergo a trial period
dictated by law to be no longer
than 6 months.

a. Seasonal employee
b. Substitute employee
c. Project employee
d. Casual employee
e. Contractual employee
f. Probationary employee
g. Regular employee

A

Probationary employee

19
Q

One whose work is for a short
duration and the work
assignment may possibly be
related to the usual
business/trade of the employer.

a. Seasonal employee
b. Substitute employee
c. Project employee
d. Casual employee
e. Contractual employee
f. Probationary employee
g. Regular employee

A

Contractual employee

20
Q

It is one whose period of employment has been fixed for specific project or phase

a. Seasonal employee
b. Substitute employee
c. Project employee
d. Casual employee
e. Contractual employee
f. Probationary employee
g. Regular employee

A

Project employee

21
Q

Leadership set high standards of performance for themselves and expect others to have the same high standards.

a. Pacetting
b. Coaching style
c. Authorative style
d. Democratic style
e. Affirmative style
g. Coercive style

A

Pacetting

22
Q

This uses collaboration and teamwork to gain buy-in from constituents

a. Pacetting
b. Coaching style
c. Authorative style
d. Democratic style
e. Affirmative style
g. Coercive style

A

Democratic style

23
Q

Leaders in this style demand immediate compliance with orders and directive

a. Pacetting
b. Coaching style
c. Authorative style
d. Democratic style
e. Affiliative style
g. Coercive style

A

Coercive style

24
Q

This leaders help employees improve performance over the long term

a. Pacetting
b. Coaching style
c. Authorative style
d. Democratic style
e. Affiliative style
g. Coercive style

A

Coaching style

25
Q

leader develops the end vision while allowing the team to determine how to achieve the vision

a. Pacetting
b. Coaching style
c. Authoritative style
d. Democratic style
e. Authoritative style
g. Coercive style

A

Authoritative style

26
Q

Focus on praise and belonging

a. Pacetting
b. Coaching style
c. Authorative style
d. Democratic style
e. Affiliative style
g. Coercive style

A

Affilliative style

27
Q

can either be voluntary or involuntary upon reaching the retirement age of 65.

a. Transfer
b. Discharge
c. Promotion
d. Resignation
e. Lay-off
f. Retirement

A

Retirement

28
Q

Shifting an employee to a new position to which both his status and responsibilities are increased.

a. Transfer
b. Discharge
c. Promotion
d. Resignation
e. Lay-off
f. Retirement

A

Promotion

29
Q

Shifting an employee from one position to another without increasing his duties, responsibilities or pay.

a. Transfer
b. Discharge
c. Promotion
d. Resignation
e. Lay-off
f. Retirement

A

Transfer

30
Q

This occurs due to a negative business condition.

a. Transfer
b. Discharge
c. Promotion
d. Resignation
e. Lay-off
f. Retirement

A

Lay-off

31
Q

Insubordination is one cause for this
a. Transfer
b. Discharge
c. Promotion
d. Resignation
e. Lay-off
f. Retirement

A

Discharge

32
Q

A formal oral reprimand about the consequences of failing to perform as expected, wherein there is an attempt in identifying and correct the problems

a. Verbal warning and counselling
b. Formal written warning
c. Final written warning
d. Suspension w/o pay
e. Termination dismissal

A

Verbal warning and counselling

33
Q

Used for more serious errors or when verbal counseling is ineffective.

a. Verbal warning and counselling
b. Formal written warning
c. Final written warning
d. Suspension w/o pay
e. Termination dismissal

A

Formal written warning

34
Q

The final disciplinary action prior to dismissal.

a. Verbal warning and counselling
b. Formal written warning
c. Final written warning
d. Suspension w/o pay
e. Termination dismissal

A

Final written warning

35
Q

The temporary release of an employee from duty for 30-working days without salary.

a. Verbal warning and counselling
b. Formal written warning
c. Final written warning
d. Suspension w/o pay
e. Termination dismissal

A

Suspension w/o pay

36
Q

Usually initiated by the heads of the department/unit.

a. Verbal warning and counselling
b. Formal written warning
c. Final written warning
d. Suspension w/o pay
e. Termination dismissal

A

Termination dismissal

INTRODUCTION TO PHARMACY (6 decks)

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