Allstate
Using the model for goal setting, evaluate Allstate ‘goal 's setting to determine whether or not Allstate has effective goal-setting programs
Allstate’s goal setting process is based on its diversity strategy. Allstate’s director of diversity remarks, the crucial question is, “how do you take this workforce of differences and bring them together in a more powerful way so that it can impact business result? “ (Hellriegel& Slocum, 2011, p. 215) With this in mind, Allstate has devised goal setting process which focuses
On four specific steps: (1) succession programming, (2) development, (3) measurement and (4) accountability and reward. These four steps definitely meet the model of goal setting as defined by Hellriegel and Slocum, 2011. That is, they are links to the three key elements of the goal setting model. They are (1) challenge-goals are clear and attainable, (2) moderators –ability, goal commitment, feedback, and task strategies are present, and (3) mediators-direction, effort, persistence and task complexity are operating (Hellriegel & Slocum, 2011). These elements play a vital role in the level of impact on employees’ performance. For the first element, challenge, Allstate has established goal clarity and difficulty for good business results, while identifying and developing candidates for key positions. This element is exhibited in Allstates’ succession programming. Step one of their goal setting process incorporates a means by which their employees can learn, grow and progress. This is obvious in the high percentage of women executives with 25% of them being Hispanics or people of color. The second element, moderators, is evident through the organization’s second and third steps, development and measurement. The development step provides a means for employees’ to assess their current skill level and gives them a plan to develop critical skills needed for advancement. While the measurement step provide tools (i.e., Diversity Index and
Allstate’s goal setting process is based on its diversity strategy. Allstate’s director of diversity remarks, the crucial question is, “how do you take this workforce of differences and bring them together in a more powerful way so that it can impact business result? “ (Hellriegel& Slocum, 2011, p. 215) With this in mind, Allstate has devised goal setting process which focuses
On four specific steps: (1) succession programming, (2) development, (3) measurement and (4) accountability and reward. These four steps definitely meet the model of goal setting as defined by Hellriegel and Slocum, 2011. That is, they are links to the three key elements of the goal setting model. They are (1) challenge-goals are clear and attainable, (2) moderators –ability, goal commitment, feedback, and task strategies are present, and (3) mediators-direction, effort, persistence and task complexity are operating (Hellriegel & Slocum, 2011). These elements play a vital role in the level of impact on employees’ performance. For the first element, challenge, Allstate has established goal clarity and difficulty for good business results, while identifying and developing candidates for key positions. This element is exhibited in Allstates’ succession programming. Step one of their goal setting process incorporates a means by which their employees can learn, grow and progress. This is obvious in the high percentage of women executives with 25% of them being Hispanics or people of color. The second element, moderators, is evident through the organization’s second and third steps, development and measurement. The development step provides a means for employees’ to assess their current skill level and gives them a plan to develop critical skills needed for advancement. While the measurement step provide tools (i.e., Diversity Index and
References: Claywood, C. (Ed.) (1997). Managin a Diverse Workplace in a Changing Cooperater Environment Recognition [MSU Human Resources comment]. (2009), June 4). Retrieved from http://www.hr.msu.edu/recognition/informal/Rewards.htm Wah, L. (1999, July/August). Diversity at Allstate: A Competitive Weapon [Magazine]