“Allstate Insurance Company”
Kafara Heard
Strayer University
Leadership and Organizational Behavior – BUS 520
Carlene Graham

First, using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program.
Upon using the model for goal setting Allstate’s goal setting process determines that that their goal setting program is effective. Allstate’s goals possess goal clarity and self-efficacy, the company motivates its employees to commit to the task or goal at hand. Allstate makes sure that the goal is not to difficulty set to where it may demotivate its employees. Allstate director of diversity management focuses on the key question, “How do you take this workforce of differences and bring them together in a more powerful way so that it can impact business results?” (p. 215). This particular question in itself shows effort, direction, and task strategy. Allstate begins with four specific steps to tackle goals set by the company for its employees. One is succession programming, this determines key candidates identified and developed for key positions. Next, is development this is where each employee receives an assessment of their current position, which provides feedback to leaders for future training programs? Then, Allstate determine the measurement survey that gives them a snapshot survey of how to provide and put in place an action program to improve and solve problems for work processes. Lastly, is accountability “DeVries believes that this sharpens the focus on the initiative? “What you measure is what people focus on. This really sends a clear signal that management of people doing that well are really important.” (p. 216). Allstate truly provides a clear and effective goal setting method for the company and the employees. This is how Allstate continues to improve the competitive advantage over its competition. Secondly, Discuss the competitive advantage Allstate has from the development of the Diversity Index. Allstate focuses on internal and external factors. The company’s vision clearly states “Diversity is Allstate’s strategy for leveraging differences in order to create a competitive Advantage.” (Hellriegel, D., & Slocum, J. W, Jr. (2009). Organizational Behavior: 2010 (12th ed). Mason, OH: South-Western Cengage Learning). Allstate used two main focuses that allowed them to develop the Diversity Index one is internally and the other is externally. Internally, DeVries focuses on “unlocking the potential for excellence in all workers by providing them the tools, resources and opportunities to succeed.” (p. 215). Externally, DeVries focuses on making sure that the workforce matches the experiences, backgrounds, and sensitivities of the markets. Allstate does not view diversity as a goal but as a process of the daily duties of the company structure. According to step three of the diversity management processes, measurement solidified the survey for the Diversity Index. The survey provided feedback called the Quarterly Leadership Measurement System (QLMS). The Diversity Index measures the extent that the company delivers quality service, the extent are you treated with respect at work, to how often do you observe insensitive behavior at work, and lastly to the extent do you work in an environment of trust. By Allstate receiving feedback from the employees of the QLMS survey, it allows the company to create necessary plans of action to ensure problems is solved and work is improved.
Thirdly, recommend the types of high-performance reward system Allstate should use to motivate its employees to reach its diversity goals.
Allstate’s focus should be to use the motivation of informal award systems to encourage its employees to improve interactions between people in the workforce. Informal Awards reinforce desired behavior, it’s an immediate return with a personal feel, and it shows that the company values the employee. Informal Awards is specifically designed to result in continuous improvement which coincides with diversity strategies Allstate has in place. Many companies strived to continuously improve their diversity programs within the company year after year, and informal awards can help them achieve that. Also Allstate should take a look at alternative reward programs that embrace cultures. For instance, if a culture utilizes power distance the reward would be based on individual performance and status, if a culture relates to individualism-collectivism then Allstate would need to focus more on team performance and profit sharing, if a culture is gender driven then Allstate should use extensive fringe benefits and pay equality, and last but not least if a culture uses uncertainty avoidance Allstate would need to focus on seniority and long term orientation. Diversity is a continual uphill climb and the sooner a company can recognize their niche when it comes to its employees, and accurately continue to receive feedback with respect to (QLMS) informal rewards will be a great tool on increasing diversity goals.
Lastly, if you were an Allstate employee, discuss whether or not you would be motivated by the Diversity Index and QLMS. Provide a detailed explanation. If I were an Allstate employee, yes I would definitely be motivated by the QLMS survey. It would allow me to openly state how I feel about what is going on in the company. It would allow me to be open and honest in my answers which would lead to a great feedback for my supervisors to implement best practices that would truly make a better environment for me and my coworkers. Being a African American woman diversity is something very dear to me, and by working with a company that places such a big emphasis on building a diversity within truly gives each person in the company a since of belonging and value. QLMS survey allows the company to be accountable for the way it treats its employees and not to create a hostile environment.

References
(Hellriegel, D., & Slocum, J. W, Jr. (2011). Organizational Behavior: 2010 (13th ed).