...“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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...goal-setting program.” (pg. 202) Many businesses, like Allstate Insurance Companies have their own unique goal-setting programs to help their employees to perform highly and to accomplish corporate goals, but not all these programs are effective. First, “the employee must have the knowledge and ability to attain the goal.” (pg. 202) Allstate gives their employees assessments and roadmaps, for the knowledge of requirements and skills needed for their job title and critical skills needed for advancement. Showing that they do appreciate their employees and wanting them to succeed, they provide tools, resources, and opportunities to help easily accomplish the goals that are motivated for the employees to aim for towards the company. Secondly, “the employee must be committed to the goal, especially if the goal is difficult.” In Allstate, They choose, “a diverse slate of candidates that are identified and developed for each key position.” This shows how the company picks specific people who can commit and handle the goals that are needed to be accomplished within their company. Next, “people need feedback on their progress toward the goal.” In Allstate, employees have to take a survey “diversity Index” which gives feedback through a process called “Quarterly Leadership Measurement System.” This process gives the opportunity for employees to give feedback with ideas or comments that they feel with help with the improving of the company in certain aspect that needs to be brought up like...
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...Allstate Insurance Company Lolitta McGhee Strayer University In partial fulfillment of Bus 520 Professor Danette O’Neal 04/28/2011 Abstract Finding a company that is open to diversity is rare, so when you find a company such as Allstate insurance that has change their way of thinking for the purpose of improving the overall quality of customer service. As well as keeping their employees well trained, highly skilled, motivated, and trying to keep a balance between their employee’s person life as well as their work life is rare. It is not often that you find a company where they motivate their employee as well as maintaining diversity among its staff. In today’s society most companies are just beginning to scratch the surface on how to make their company work well in such a diverse society as we have today. Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program. Before you take a closer look at Allstate goal setting process, one must compare this company to another company that may have or have not been as successful in achieving the same type of goals. Although some of these companies may not be in the same industry as Allstate, it is whether their mission is as successful. According to (Porter, 1985) Southwest's success is also dependent on its organizational capabilities that enable it to convert some of the value created for employees to customer and...
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...Allstate Insurance Company Leadership and Origination behavior- BUS520 October 30, 2011 Allstate Insurance Company 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 towards which individuals; teams, departments, and organizations will strive and is intended to increase organizational efficiency and effectiveness” (Hellriegel & Slocum, 2011, pg 192). Many companies, individuals and even cultural groups use goal-setting to decide what, how, and when to complete tasks or to achieve objectives. Although goal setting is useful to keep your performance and skills in check, it is also great to motivate the employees. The main purpose of goal setting is to foster self motivation in employees by enabling them to achieve goals they have set to increase performance and job satisfaction (Hellriegel & Slocum, 2011). One particular goal that Allstate emphasizes on which makes them stand out amongst their competition is focusing on diversity. Allstate provides their employees with a road map to succeed by executing the goal setting definitions. The employees are given tools and resources to become better. Allstate provides quarterly leadership measurements as well as surveys to get feedback from employees. Allstate views diversity as a strategy for leveraging differences in order to create a competitive...
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...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 of some elusive goal to...
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...Allstate Insurance Company Kenner Erin Chestang Professor T. Bowen Leadership and Organizational Behavior July 27, 2010 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 design appears to have a good goal setting in place. Their challenge is to keep the company as diversified as possible in various areas. In doing so the goal that they have created is not that difficult to achieve and is very clear to understand. Next is the moderators, which in this case is the management which communicates the results from the Diversity Index question through the company’s intranet to gain feedback from their employees. By allowing their employees to give their feedback on various situation can influence changes in the departments that are needed as well as related those individuals that are perceived as being the high spirited in the company for a reward. Next we have the mediators which are the over 36,000 employees that give their feedback on the situations and comments. With the goal difficulty being at a low level the effort should be high from the employees taking the time to give their feedback. By giving the employees rewards even as simply as a pat on the back could make a difference in that individual’s life. They could have been having a bad day a that one little reward could have pulled them through it thus giving them the satisfaction of...
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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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...ALLSTATE INSURANCE COMPANY USING THE MODEL FOR GOAL SETTING, EVALUATE ALLSTATE’S GOAL SETTING PROCESS TO DETERMINE WHETHER OR NOT ALLSTATE HAS AN EFFECTIVE GOAL-SETTING PROGRAM. Setting a goal provides structure to direct actions and behaviors to improve the unsatisfactory performance. Locke and Latham (2002) found a direct linear relationship between goal difficulty, level of performance, and effort involved. Their goal setting theory states that several conditions are particularly important in successful goal achievement. These include goal acceptance and commitment, goal specificity, goal difficulty, and feedback (O'Neil & Drillings, 1994). These conditions have been extended and edited by other researchers, such as Kenneth Blanchard and Spencer Johnson's Specific, Measurable, Assignable, Realistic and Time-based (SMART) goals, which are conditions that need to be met to make goals effective. Allstate’s goals are specific. Specific goals answer what to do, where to do it and how to do it. That is, employees must have the ability and knowledge to attain the goal. Allstate achieves this through its assessment of current job skills, a roadmap for developing skills for advancement, educational training, coaching, and mentoring. These provide employees with a roadmap for developing critical skills necessary for advancement. Again, the goal-setting program of Allstate makes it measurable and assignable respectively. A measurement will give a feedback on the progress of...
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...Allstate Insurance Company Professor Wendy Johnson October 30, 2011 Allstate’s Goal-Setting Process Allstate Insurance was founded in 1931 as a part of the Sears Roebuck and Company and was spun off as a separate company in 1993 with 20 percent of the company being offered to the public. In 1995, the remaining 80 percent of the company was again offered to the public and has been its own separate entity since then. Allstate has been a leader in the industry as one of the America’s Most Admired Companies as told by Fortune Magazine in 2007 and 2009. Allstate has also been a leader in the fields of Work/Life Initiatives, Diversity Education, Accountability Measurements, Mentoring Programs, as well as Career Advancement and Development Leadership. While being a leader in these areas, Allstate has been able to retain some of the best managers and leaders at their company and excel in an industry that is very competitive and demanding on each and every person that they employ. One key aspect of Goal Setting, not only for Allstate, but for almost every sustainable business is giving employees the knowledge and ability to attain their goals and also to give those employees the tools that are necessary to carry that goal out. Through the company’s employee development process, all employees receive an assessment of their current job skills and a road map for developing the critical skill necessary for development. This gives all employee a way to set goals that are aligned...
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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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...Running head: BUS520 Assign 2 Allstate Insurance Company Allstate Insurance Company Myrna L. Hunt-Young In Partial fulfillment of BUS520 Professor Danette O’Neal 04/28/2011 Abstract This paper will discuss the strategy that the Allstate Insurance Company, located in Northbrook, Illinois uses for motivating their employees. There will be a discussion of the advantage that Allstate has by using the Diversity Index and Quality Leadership Measurement System (QLMS) program. Furthermore, there will be list of options that Allstate could use to motivate their employees to meet the goals set by the company. Lastly, I will discuss whether or not Allstate’s Diversity Index and QLMS program would motivate me to work for the company. Background The human resource team at Allstate started an affirmative action program during the late 1960’s. This program was considered innovative. The program consisted of 4 steps: Succession, Programming, Development, Measurement, and Accountability and Reward. Each step takes into affect the employee, managers, and the company. Allstate is an Insurance company located in Northbrook Illinois. This is a suburb located north of Chicago, Illinois. 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 documented in the book Organizational Ethics, by Hellriegel and Slocum (2010, page 194), “Goal Setting is the process of specifying...
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...evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal setting program. In evaluating Allstate company’s goal setting process, Allstate has clearly defined its objectives by taking four specific steps on how to accomplish the task. The first aspect of the goal setting model is the challenge at hand. Allstate has set the goal difficulty at a level where its challenging but not impossible to achieve (Hellriegel, & Slocum page165). Allstate utilizes the model for goal setting really well. A goal of Allstate’s was to be diversified both internally and externally. The company set out to achieve this goal by implementing four steps, one of which is the succession programming. The succession program set to identify and develop a diverse group of candidates for key positions. The company’s management system allowed them the ability to “track and measure key drivers of career development and career opportunities for all of its more than 36,000 employees” (Hellriegel, & Slocum 2011 pg.215). Allstate put into effect a minority recruitment program that focused on colleges and universities that had diverse enrollment. The company also implemented a development plan in which all employees were given an assessment of their current job skills and a road map for development. Measurement was the third step put into place by Allstate to achieve its goal of being diversified. The company gives employees a survey called diversity index twice a year...
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...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...
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...Assignment #2 – Case: “Allstate Insurance Company” October 30, 2011 The goal setting seems in line for managers to create and foster a diverse employee arrangement to complete all the company missions. Allstate is a company with a diverse clientele and therefore requires a diverse workforce. One reason is to get a full understanding or appreciation for cultures and people they service and to be able to connect with them on a more personal level. This is the goal for management to achieve. It is the employee’s goal to penetrate their respected market segments. Allstate accomplishes their goals by understanding the strength and importance of a diverse work force. Allstate’s workforce is a multi cultural and multi lingual company which gives them the competitive advantage they need to remain successful. By applying the model for goal setting, we see the companies challenge is to be able to reach a wide and diverse market. The goal is clear for management; they are to assemble a diverse group, penetrate market areas, and complete company objectives. To reduce the difficulty of this, mangers will recruit and hire direct matches for the objectives at hand. The ability of the assembled group to penetrate the market segment solidifies the goal commitment and can reduce the task complexity. With the continued feedback from employees, mangers can assess how they are reaching these markets and how effective their groups are in reaching those goals. Managers can also...
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...Assignment #2 – Case: “Allstate Insurance Company” The goal setting seems in line for managers to create and foster a diverse employee arrangement to complete all the company missions. Allstate is a company with a diverse clientele and therefore requires a diverse workforce. One reason is to get a full understanding or appreciation for cultures and people they service and to be able to connect with them on a more personal level. This is the goal for management to achieve. It is the employee’s goal to penetrate their respected market segments. Allstate accomplishes their goals by understanding the strength and importance of a diverse work force. Allstate’s workforce is a multi cultural and multi lingual company which gives them the competitive advantage they need to remain successful. By applying the model for goal setting, we see the companies challenge is to be able to reach a wide and diverse market. The goal is clear for management; they are to assemble a diverse group, penetrate market areas, and complete company objectives. To reduce the difficulty of this, mangers will recruit and hire direct matches for the objectives at hand. The ability of the assembled group to penetrate the market segment solidifies the goal commitment and can reduce the task complexity. With the continued feedback from employees, mangers can assess how they are reaching these markets and how effective their groups are in reaching those goals. Managers can also use the feedback to update...
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