“AllState Insursance Company”
Dr. Kimberly Millier
Leadership and Organizational Behavior – BUS 520
May 11, 2011
This case illustrates Allstate insurance company’s’ diversity strategy to improve performance. I will discuss Allstates’s goal setting process as it relates to the goal setting model and how the competitive advantage Allstate has from the development of their Diversity Index. I will also give my recommendation on the types of high-performance reward system Allstate should use to motivate its employees to reach their diversity goals, as well as give a detailed explanation on whether or not I would be motivated by the Diversity Index and QLMS. Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program.
Effective goal setting according to our text indicates that goals should essentially be centered on motivating employees. Setting goals is an essential part of affecting employee’s performance. The text illustration of the “Motivational Aspects of Goal Setting “ are directing the employees attention, regulating the employees efforts, increasing the employees persistence, and encouraging the development of attaining goals by having strategy or action programs. These steps will result in task performance, which will lead to effectively achieving goals. Allstate uses diversity as their main focus of improving performance and achieving their corporate goals. Allstate managers believe diversity is not a goal but is a process. This has been in effect since 1969 when they initiated their first affirmative action program. Their program has four steps that include: succession programming, which is the development stage. Succession programming develops a diverse population of employees by setting a set of criteria that measures certain career development and career opportunities to ensure that Allstate has a mixture of all...
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