...attention, Allstate company has its employees focus on duties of their particular job. The second aspect is regulate effort, Allstate insurance company regulates effort by using succession programs. The allstate company assess employees on current job skills and a outline for developing the skills for advancement within the company. They do this by educating, coaching, mentoring and classroom training so that he company can develop future development programs (hellreill&slocum, 2011). The third and fourth aspect goal is increase persistence and fostering strateges and action programs. Allstate uses two forms of measurement known as diversity index and Quarterly Leadership Measurement Systems (QLMS). These assessment are distributed all employees and has four main questions which relates to goal for diversity and also allows for internal problems to be solved. Step four is accountablitiy and reward. Allstate hold managers responsible for the employees getting the tools need for development and growth. Managers are rewarded for employee growth and each manager merit pay is based on the employee feed back on the diversity index and QLMS. “Diversity is Allstates strategy for leveraging differences in order to create a competitive advantage.”(hellrigel&Slocum,2011). The diversity index helps allstate determine which employee is best suited for the job. Allstate commitment to diversity has helped the coporationexcel in meeting their goals for a diverse workplace. Allstate has worklife...
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...1) Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate as an effective goal-setting program. Allstate goal setting process consist of , starting with the challenge under that falls goal difficulty, goal clarity, and self efficacy. With Allstate the company challenges their employees in all was possible to get them to produce the best that each person can. Under step two for development the company gives each employee an assessment of their current job skills and a road map for developing the skills needed for advancement. This allows each person to have goal clarity, self efficacy and goal difficulty on what is expected of each person. Under moderators there is ability, goal commitment, feedback, and task complexity. Feedback is the main focal point , with the program Diversity Index was used to get feedback from each employee as to their experiences within the company. Being able to create action programs to solve problems and improve work process. Allstate has training classes for employees to have the ability to work well with diversity. Each employee is commitment to doing their job and receiving recognition for their hard work. There are also mediators here falls direction, effort, persistence, and task strategy. Allstate has management that gives direction to the employees that falls under their supervision. The management team is trained on how to work with diverse employees and be able to use all resources...
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...“Allstate Insurance Company” Bryan Gillis Bus 520 Dr. Obioma Iwanyanwu Oct 30, 2011 Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program. Allstate’s goal setting demonstrated in the case file was directed not at sales but rather at how they could maximize the benefits of diversity to in turn maximize sales. The entire firm is aware of how important diversity is to the success of the company because it has been incorporated into the corporate vision statement. With this everyone knows how they should strive to ensure that diversity leads to higher sales. This is done by grooming a wide range of employees for leadership positions and ensuring that all of these employees come from a wide range of backgrounds and skill sets. One key method of recruitment ensuring an extremely diverse pool of employees is recruiting at minority universities. By recruiting here not only are they ensuring a much more diverse group of employees but also that they are all educated to at least the level of an associate’s degree. Ensuring that all employees get the training necessary for them to not only excel at their current position but also to be ready for the next position up the ladder of advancement is the purpose behind their development program. After an extensive evaluation of their current skill level each individual receives a customized program for development of the key skill sets required...
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...Allstate Insurance Company Goal of Diversity This case focuses on Allstate Insurance Company and its goal of diversity. Allstate Corporation has found that its diversity strategy has become one of the company’s most competitive weapons. The company’s vision states: “Diversity is Allstate’s strategy for leveraging differences in order to create a competitive advantage.” Allstate has divided its strategy to reach diversity into two main points: one internally focused and the other externally focused. James DeVries, senior vice presidents of human resources, states that the internal diversity focus is “unlocking the potential resources, and opportunities to succeed.” The external focus of diversity is making certain that the workplace matches the experiences, backgrounds, and sensitivities of the market it serves. The managers at Allstate look at these views of diversity not as a goal but as a process that is integrated into the daily life of the company. In 1969, Allstate launched its first affirmative action program. At this time the company focused more on affirmative action and diversity awareness through education and training. Allstate has taken four specific steps to impact business results, with a workforce of differences so they can bring them together in a powerful way. The first step is succession programming. In this step, a diverse slate of candidates is identified and developed for each position. The second step is development. In this step each employee...
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...Allstate Insurance Company Michael D. Cobb Bus 520 Leadership and Organizational Behavior Dr. M. Barta October 30, 2011 Allstate goal setting program There is a resilient connection linking a profitable company and a successful goal setting practice. Companies connect with their personnel and give confidence to their employees across the business to focus and effectively achieve these goals with one another by setting goals. Strong goal placement and visibility allows for faster implementation of company strategy by allowing management to assign the proper assets across numerous projects. Managers can direct their workforce on the company’s most important goals and diminish task repetitiveness amongst their group while employees have a better perceptive of how their efforts function within the business goals. Allstate’s process allows its employees to understand the direction of the company and its expectations of its employees. It covers four motivational factors of goal setting. The first is the succession programming which allows employees to develop for positions in the future. The second is development which helps the employees to acquire the skills necessary to advance using education, mentoring, training and coaching. The third step is measurement. Allstate take a survey twice a year to determine how the employees feel in the positions the hold, the facilities the work at...
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...RUNNING HEADER: “Allstate Insurance Company” Strayer University 1. Using the model for goal setting, evaluate Allstate's goal setting process to determine whether or not Allstate has an effective goal - setting program. Goal setting is the process of specifying desired outcomes toward which individuals; teams, departments, and organizations will strive and is intended to increase organizational efficiency and effectiveness. (Hellriegel & Slocum, p.192) Goal setting is the fundamental aspect that ensures whether a person or organization would be able to navigate their way to success. The goal setting process that Allstate Insurance has implemented in their company, promises a positive work environment and inevitable success. “Diversity is Allstate’s strategy for leveraging differences in order to create a competitive advantage.” (Hellriegel & Slocum, p.215) This strategy has two major points: one is internal and the other is external . The internal focus of diversity is about “unlocking the potential for excellence in all workers by providing them the tools, resources, and opportunities to succeed.” The external focus of diversity is about making certain that the workforce matches the experiences, backgrounds, and sensitivities of the market it serves. Allstate Insurance Company strongly believes in the practice of diversity within its organization. They factor around two major points: internal and external motivation. Internally, Allstate encourages and motivates...
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...Running head: ALLSTATE INSURANCE Allstate Insurance Company February 5, 2011 Strayer University 1. Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program. Allstate established ways to improve performance throughout their corporation to achieve goals for their employees. In doing so, the internal diversity focus and the external diversity focus were closely analyzed. Employees were provided with resources and tools that would allow them to ascertain the goals needed to succeed. Experiences and sensitivities were examined to ensure the work force met the needs of the market it serves. The managers at Allstate viewed diversity not as a goal but as a process that is integrated into the daily life of the company, according to Hellriegel and Slocum (2011), authors of Organizational Behavior, (para. 1). The company determined that awareness by way of education and training would be the best way to assist their employees; however this was not their business strategy. A challenge was created to observe the individual’s ability and goal commitment. Feedback was expected from the workforce and the difficulty of the task was significant. Equally important were the goals; the goals were to be clear and the individual’s own ability to perform a specific...
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...Allstate Insurance Company Professor: Thomas Schaefer Brittiny Roseberry Leadership and Organizational Behavior April 27, 2011 Allstate Insurance Company has defined itself as being more diverse, affordable, and personable with consumers. Using the model for goal setting, evaluate Allstate's goal setting process to determine whether Allstate has an effective goal-setting program. The goal-setting program incorporated into Allstate's policy and procedure is great. According to the text there are five elements of efficient goal setting that should come together in order obtain the many benefits of the program. The first element is determining if the employee has the knowledge and ability to attain the goal. The employee has to be confident in knowing that they can actually reach the goal. An employer cannot ask an employee who lacks self-efficacy to perform high sales volumes that would be considered a stretch for that particular employee. The employer needs to understand and know what their employees are capable of doing effectively. Influencing an employee to go beyond their capabilities can lead to them becoming unethical in order to please their employers, which can lead to problems for the organization. Allstate has incorporated this element through employee development. Employee development is a process in which each employee is evaluated on his or her current job skills. Then Allstate creates a progress plan for each employee so that employees can develop the necessary...
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...Allstate Insurance Company SM Jones BUS 520 July 19, 2011 Strayer University Abstract Allstate was founded in 1931 as part of Sears, Roebuck & CO., and became publicity traded company in 1993 on June 30, 1995, it became a totally independent company after sears diversed its remaining shares to Sears stockholders. Based in Northbrook, Illinois, Allstate is the nations largest publically held personal lines insurer and one of the nations leading insurers in urban areas. Allstate has found that through diversity they have improved their performance in today’s competitive environment. Allstate defines inclusive diversity as the collective mixture of all of the differences in the workplace, marketplace and community (www.allstatenewsroom.com). Allstate has four specific steps that combines workplace differences that will impact business results; succession programming, development, measurement accountability and reward. The first step is succession programming identifies and develops key position for each employee. Second step is development, management gives each employee an assessment of their current jobs skills and a road map for developing the critical skills needed to advance in the company. Twice a year employees are given the diversity index survey and a feedback process called Quarterly Leadership Measurement System (QLMS), this is the third step measurement. Accountability and reward is the fourth step which links the accountability with rewards. ...
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...| A More Diverse Allstate | Lenora Gumbs | | Petrina ShatteenLeadership and Organizational Behavior | October 29, 2011 | This paper describes a successful goal setting model and how to effectively implement the model to increase productivity. It also describes Allstate insurance and their mission to have a diverse company and the measures they put in place in order to achieve that mission. | Introduction Goal setting is absolutely essential to having a successful business. In order for a company to have effective goals they have to make sure the goals are clearly understood by the managers and the employees. The company should also provide incentives for meeting and exceeding expectations. Allstate provides a model of how they are creating a more diverse company. Their ultimate goal is to have a company that is diverse internally and can reach the diverse culture that surrounds us. Goal Setting Model The goal setting process starts with the challenge phase. When a company decides to set goals for their organization, the goals need to be clear and concise and provide an opportunity for the employee to be challenged to achieve the goal and create a better company. Hellriegel and Slocum states that, “Employees with unclear goals or no goals are more prone to work slowly, perform poorly, exhibit lack of interest, and accomplish less than employees whose goals are clear and challenging” (2011). “The two key attributes of challenging goals are: Goal difficulty...
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...“Allstate Insurance Company” Shirley Foster Dr. Udoh Udom Leadership and Organization Behavior-BUS 520 July 20, 2010 Allstate Insurance Company pg 1 Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program. The goal setting process is important for success in today’s competitive global business environment. It’s also one of the most essential motivational tools for affecting the performance of employees in any organization. Allstate Insurance Company challenging goal is to bring a diversity workforce together so it can have an impact on its business results. Therefore, it’s critical that every Allstate employee understand the importance of diversity. Allstate’s diversity program is effective at removing understated barriers to advancement. To meet their goal Allstate emphasizes on diversity education. These skills will allow employees to relate more effectively with customers and each other’s. The company diversity strategy is use to gain a completive advantage. Allstate’s main objectives are to expand career and advancement opportunities for women and minorities; and focusing on customer growth, retention and satisfaction. The succession planning ensures that qualified candidates is identified and developed for key positions. After training the employee go through a feedback process to determine if they are practicing what they’ve learned. Allstate diversity program is also...
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...ASSIGNMENT 2: ALLSTATE INSURANCE COMPANY BUS 520: LEADERSHIP AND ORGANZATIONAL BEHAVIOR STRAYER UNIVERSITY MAY 4, 2011 Within this paper I will be analyzing Allstate Insurance Company model for goal setting. While reading this assignment the reader should understand Allstate’s competitive advantage of diversity and if they have an effective goal setting process. I have several recommendations for Allstate’s high performance reward system. According to The American Heritage Dictionary, the word diversity is defined as the state or fact of being different. Indeed, Allstate Insurance Company has prided them as being different from other insurance companies; Allstate uses diversity in the workplace to open a line of communication between upper management, employees, and workers. This creates a template for effective goal setting. They believe in affirmative action, and this shows in the diversity of agents that are employed with Allstate. Their primary goal is to provide the best customer service possible and to meet all of their customer’s insurance needs. Allstate does not base its competitive advantage of the Diversity Index on race or gender. It is based on a much broader scale, such as age, religion, origin, disability, etc. How do you take such a diverse workforce and bring them together, leading to a more powerful way of impacting business? Start by listening to the customers. If you have a diverse combination of customers, then you should have a diverse combination...
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...with the performance levels required to attain a certain goal. Allstate has determined that their goal is to be as diverse as possible in order to use it as a weapon against competition. They have stated that their diversity goals are not politically or legally motivated, but instead are essential in “leveraging differences in order to create a competitive advantage.” This strategy is broken down into two major points, one internally focused and one externally focused. The internal focus is dedicated to “unlocking the potential for excellence in all workers by providing them with the tools, resources, and opportunities to succeed.” This means that the company is willing to use whatever they can to ensure that their employees are performing at the highest possible levels and may include special programs to help with personal issues (such as extended leave or back-up childcare) or performance issues (such as training sessions and workshops for employees that may need that extra lesson on how to). Their external focus is about making sure that their employee structure reflects the experiences, backgrounds, and sensitivities of the markets that they serve. This is very important for cultural diversity reasons. People feel most comfortable with people that they can relate to, and are more likely to patronize a company that offers a range of cultures, ethnicities, and backgrounds. In this aspect, Allstate uses diversity as an integral part of daily company life instead...
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...also interesting and meaningful. They also reward their employees’ efforts based on a pay for performance approach (Allstate Culture, 2011). Question #1: Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program. Goal setting is simply the process of establishing specific objectives which employees, teams, departments, and organizations will strive to meet to help the organization as a whole be efficient and successful; Allstate’s diversity strategy is to bring together employee differences in order to create a competitive advantage. Allstate has taken the following four steps in order to take their workforce of differences and bring them together in a more powerful way so that it can impact business results (Hellriegel & Slocum, 2011). Those steps are succession programming, development, measurement, accountability and reward. Allstate uses succession programming to track and measure the key components of career development and opportunities for all of its employees. By do this they want to continue to run a company that is diverse at all levels. Allstate has a development process for all employees where they are assessed in their current job skills and provided with an outline for their continued development of the skills they need in order to advance. Allstate conducts a survey every two years call the Diversity Index, which is part of a larger employee survey process called...
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...Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal setting program. As Allstate seeks to stay competitive by improving performance and achieving their goals, their focus has been mainly on their diversity strategy. The company’s vision statement, which has internal and external goals, uses diversity as the foundation for their success. Their goal setting process is broken down into four steps: Succession Programming, Development, Measurement, and Accountability and Reward. Step one is succession programming which involves selecting a diverse slate of candidates and developing them for key positions (Hellriegel and Slocum, 2011). This process is easily tracked as management makes sure that the company will be diverse at all levels. Allstate also has a minority recruitment program to where they focus on colleges that show the most diversity. Step two’s focal point rests on development. Allstate’s employees all receive a job skills assessment and a blueprint for improvement so they can advance throughout the company. This can take the form of education, coaching and mentoring, or classroom training (Hellriegel and Slocum, 2011). The instructors are also evaluated so that Allstate can revamp this step if needed. Step three focuses on measurement. Allstate has incorporated a bi-annual survey that feeds into their Quarterly Leadership Measurement System. The questions asked of this survey are to determine...
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