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Allstate Insurance Company

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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. Allstate has a very effective goal-setting program. The goal-setting model that is illustrated on page 194 (Organizational Behavior by Hellriegel/Slocum 2011 Custom Edition), Allstate exemplifies that model to their employees. For many years diversity has become a process within the Allstate’s organization, even when it was not a common practice in other companies of years passed. Allstate’s strategy focused on two major points: internally and externally focused. According to James DeVires, senior vice president of human resources, the internal diversity primary focus was about tapping into and unlocking potential excellence in all workers of Allstate. Each employee would be provided the necessary tools, resources and opportunities to be successful. The external diversities primary focuses would ensure that the workforce is a match for the experiences, backgrounds and sensitivities of the market and customers that it serves. Allstate does not view diversity as a goal or a “perception” that it wants the clients it serves to view them as having, but diversity has become a process, integrated into the daily life of the company. It is an expectation of everyone that works for Allstate to adhere to. The internal and external diversities allow the employee to see what potential they have which can open up the door to endless possible career opportunities.

Discuss the competitive advantage Allstate has from the development of the Diversity Index. The Diversity Index gives the executives at Allstate a clear idea of what the employees think about what supervision is doing, how they are being treated, and how Allstate as a company is treating its customers. The survey shows the executives where the company needs to

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