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FINAL TEST 4 YEAR - (ENGINEERING)

FINAL TEST 4 YEAR - (ENGINEERING)

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The rate of heat transfer is usually expressed in …………… .

c. joules (J)

b. pascals (Pa)

d. newtons (N)

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What did Gabriela do to resolve the situation with her team?

d. She had an open conversation with them.

b. She forced them to follow her style.

c. She asked her Swedish manager to discipline them.

a. She quit her job and returned to Brazil.

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How do employees in low power distance cultures typically work with their managers?

b. They seek direct orders.

a. They follow instructions strictly.

d. They avoid giving feedback.

c. They collaborate and challenge decisions.

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Why did Gabriela’s team resist her leadership style?

a. They wanted her to be more authoritarian.

d. They preferred working independently and felt she didn’t trust them.

c. They had never worked in teams before.

b. They disliked her personally.

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What was the outcome of Gabriela’s adaptation?

d. She decided to follow only her original management style.

a. She stopped managing the team altogether.

b. She and her team adjusted their working styles and improved collaboration.

c. She lost control of the team.

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What management style was Gabriela used to in Brazil?

d. Collaborative and democratic

a. Hierarchical and structured

c. Authoritative and directive

b. Passive and uninvolved

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What problem did Gabriela face with her new team?

c. They openly questioned her proposals and worked independently.

b. They ignored her completely.

a. They followed her instructions without discussion.

d. They refused to attend meetings.

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Why was Gabriela excited about her new role in Sweden?

b. She wanted to experience a new culture.

d. She had never managed a team before.

a. She was promoted to CEO.

c. She wanted to work in a multinational company.

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How did Gabriela feel about her Swedish manager’s response to her concerns?

c. She appreciated his direct instructions.

d. She thought he was too controlling.

a. She found him vague and unhelpful.

b. She felt supported and reassured.

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How does a high power distance culture operate?

c. Leaders have authority and are not often challenged.

d. Leaders are questioned frequently.

a. Employees and managers share equal responsibilities.

b. Decision-making is democratic.

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