Final answer:
When objective performance measures are not available, the Behavior Observation Scale (BOS) is an effective alternative for employee performance appraisal, offering a structured and systematic subjective evaluation. The correct option is B.
Step-by-step explanation:
Alternatives to Objective Performance Measures
When objective performance measures are not available for appraising employees' performance, the best alternative is to utilize a subjective but systematic approach. One such method is the Behavior Observation Scale (BOS), which provides a structured way for supervisors to assess employees' behaviour against pre-defined criteria. Although there are other alternatives, like amount of scrap produced on the job, number of customer compliments and complaints, and supervisor's subjective judgment on a graphic rating scale, the Behavior Observation Scale is generally considered more reliable because it quantifies behaviors in a systematic manner.
A 360-degree feedback system is another comprehensive alternative where supervisors, peers, subordinates, and sometimes even customers and the employees themselves contribute to the appraisal process. This system offers a multi-rater perspective which can provide a more balanced view of an employee's performance. Studies on the 360-degree method show that it enhances learning and improvement since discrepancies in perceptions can be discussed and addressed.
Measurement of job satisfaction, another key indicator of employee performance, is often done using questionnaires with Likert scales to gauge employees' feelings towards various aspects of their job. Performance appraisals can be intricately linked to training effectiveness and broader organizational goals, thus reinforcing the importance of a robust and holistic appraisal system beyond mere productivity metrics.