developed within any organization is a function of the quality of the individuals selected for the leadership development programs conducted by the organization (Wernimont, and Campbell, 1985).
The selection of individuals within organizations for leadership development programs is accomplished by a variety of methods, most of which depend upon the composite results of several factors recommendations of organizational superiors, educational background, past performance, and so forth. One factor which is found in most selection procedures, however, 3is the performance evaluation or performance appraisal (Schmitt, Gooding, Noe, and Kirsch, 1984). The manner in which performance evaluations are made in most organizations, however, subjects the process to bias and inadequate evaluation. In turn, the potential for bias and inadequate evaluation often are the sources of organizational conflict, particularly when such performance evaluations serve as the basis for the selection of an individual for participa tion in an organizational manag
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