Allissia G. Jones
Dr. Bruce Macdonald
Leadership and Organizational Behavior: BUS 520
31 October 2010

Abstract
This paper will cover the evaluation, discussion, and recommendation of Allstate’s goal setting process, diversity indexes, and high performance reward system.

Hellriegel and Slocum(2011) defines: Goal setting is the process of specifying desired outcomes toward which individuals, teams, departments, and organization will strive and is intended to increase organizational efficiency and effectiveness (p.192).
According to Hellriegel and Slocum, Goal setting is set up with motivational aspects which motivates the individuals 1) Directing one’s attention 2) Regulating one’s effort 3) Increasing one’s persistence 4) Encouraging the development goal-attainment which lead to task performance (p.193). According to Case: Diversity Competency, (HR) executives at Allstate Corporation, has found that its diversity strategy has become one of the company’s most important competitive weapons. The company’s vision is stated, “Diversity in Allstate’s strategy for leveraging difference in order to create a competitive advantage” (p.215). Allstate’s Strategy has two major points: internal focus and external focus. According to James DeVries, senior vice president of (HR) 1) Internal focus is about “unlocking the potential for excellence in all workers by providing them the tools, resources, and opportunity to succeed” 2) External focus is about making certain that the workforce matches the experiences, backgrounds, and sensitivities of the market it serves (p.215). Allstate, in opinion, has an effective goal setting program. What they have done was focus on diversity awareness through education and training. They focus on what was mention before tools, resources, and opportunity to succeed along with matching experiences, backgrounds and