Using the CIRO model, at which level of context for evaluation would be the goal to train employees on the proper way to perform the new assembly procedure?

1. Immediate objective
2. Output objective
3. Ultimate objective
4. Intermediate objective

Mary and Bob work on the same team at GoFast and are both loud and assertive, often contributing to meetings. At their performance evaluations, their manager, Fred, gives Bob a higher score, claiming that Bob is confident and assertive, while Mary is harsh and nagging. Assuming both Mary and Bob behave in the same way, could this be considered an unethical evaluation?

1. Yes, Fred is making things up based on personal preference.
2. Yes, Fred could have an implicit bias based on gender.
3. No, as a manger, Fred is capable of making judgments on his employees' behavior.
4. No, this matter is too subjective to determine if there is any bias at work.

Barry has been upset ever since his yearly performance evaluation, where he received a score of 3 out of 5 for "productivity." He feels like he works hard and is disappointed that his manager doesn't appreciate all the effort that he puts in to his job. Because of his negative feelings, his productivity suffers. What should Barry's manager have done to help avoid this situation?

1. Made sure she explained the meaning of all the scores and provided examples of how lower scores can be improved.
2. Boosted Barry's scores so that he felt good about his work.
3. Used another employee as an example of what Barry should try to do.
4. Automatically enrolled Barry in a productivity training after his evaluation to help him improve.