1.

Remains a key part of pre employment screening the exam give some indication as to the person's physical ability
to handle the requirement of particular jobs. PHYSICAL EXAMINATION

2. It is an inquiry to a second party about a job candidate suitability for employment. REFERENCE CHECK

3. Consists of all activities associated with attracting qualified candidates to fill jobs vacancies Recruitement

4. Qualified candidates normally are ranked according to desirably with the top rank candidates receiving initial
invitation to undergo the process INTERVIEW*

5 the process of anticipating and providing for the movement of people into within and out of an organization to
support firms business strategy Strategic HR Planning

6 the process of entrusting and transferring responsibility and authority DELEGATION

7 refers to the power or the right to be obeyed AUTHORITY

8. It is the sum of the power and rights entrusted to make possible the performance of the work designated
ACCOUNTABILITY

9 this is the work or duty assigned to a particular position RESPONSIBILITY

10 then it can be delegated AUTHORITY

11 refers to the degree to which units are they dissimilar DIFFERENTIATION

12. Refers to the degree to which jobs in the organization are standardized FORMALIZATION

13 they believe that authority is given by subordinate to superior BEHAVIORIST/SOCIAL SCIENTIST

14. It is the right to give others orders in the power to exact obedience TRADITIONAL

15. Authorities based on expertise and specialization FUNCTIONAL

16. Refers to how many people a manager effectively controls CONTROL OF SPAN

17. Each concepts of work division employed a narrowly defined job to each employee DIVISION OF WORK

18. Assigning formal authority and responsibility for accomplishing a specific task to another person. DELEGATION

19. In any business that has more than one employee a chain of command must be established UNITY OF
COMMAND

20. Each employee should have a clear understanding of and willingness to work for the goals of the business UNITY
OF DIRECTION

21 The process of subdividing work into departments DEPARTMENTALIZATION

22. In any organizational structure ultimate authority rest at the top and flows downward SCALAR CHAIN

23. Refer to extent to which decision making is concentrated at a single point in the organization CENTRALIZATION

24. Refers to the degree to which jobs in the organization are standardized FORMALIZATION

25. Refers to the degree to which units are dissimilar. DIFFERENTIATION

26. It utilizes the assistance of experts and specialist. LINE-STAFF ORGANIZATION

27. It refers to a direct straight line responsibility and control from the top management LINE ORGANIZATION

28.Refer to the depth of the organization of the organizational hierarchy. VERTICAL DIFFERENTIATION

29, Describe the degree of differentiation based on how many different types of either people or units are included in
the organization. HORIZONTAL DIFFERENTIATION
30. The degree to which the location of an organization unit is in one place or spread across several locations
SPATIAL DIFFERENTIATION

31. Refers to the array of forces attaching people to their jobs. JOB EMBEDDEDNESS

32. It is a work arrangement in which two people who work partly share one job JOB SHARING

33. Refers to the physical and mental charges individuals make in the task or relationship aspect of their job. JOB
CRAFTING

34. Temporary switching of job assignment. Formal program of job rotation usually last about one year. JOB
ROTATION

35. The process of laying out Job responsibilities and duties and how they are performed. JOB DESIGN

36.

37. Refers to the extent to which the job provides direct information about the task performance FEEDBACK FROM
JOB

38. . Refers to the extent to which the job involves a whole piece of work that can readily be identified. TASK
IDENTITY

39. Indicates the extend to which a job influences the lives or work of others whether inside or outside the
organization. TASK SIGNIFICANCE

40. Refers to how much freedom and independence the incumbent to carry out his work assignment. AUTONOMY

41. An obvious job dimension is the demand for knowledge, skill and ability placed on a job holder because of the
activity built into the job. KNOWLEDGE CHARACTERISTICS

42. Relate to the interpersonal aspect of the job or the extent to which the job requires interaction with others.
SOCIAL CHARACTERISTIC

43. Refers to the setting or environment of the job such as working in extreme temperature. CONTEXTUAL
CHARACTERISTIC

44. Focus on how the work itself is accomplished and the range and nature of the task associated with a particular
job. TASK CHARACTERISTIC

45. It is defined as the art of process of influencing people so that they will strive willingly and enthusiastically toward
the achievement of group goals. LEADERSHIP STYLE

46. It is a basic management function that includes building an effective work climate and creating opportunity for
motivation supervising, scheduling and disciplining. DIRECTING.

47. Refers to the approach the manager uses to direct the actions of employee. How the pharmacy owner view and
treat the employees will have significant effect on worker motive and motivation. LEADERSHIP

48. The ability or potential to influence decision and control resources. POWER

49. The formal right to get people to do things or the formal right to control resources. AUTHORITY