...Goal Programming (Programasi Tujuan Ganda) Riset Operasi 2 Jur. Manajemen FE UNEJ 11/5/2010 hadi paramu metode kuantitatif 1 Ruang Lingkup ► PL yang dibahas sejauh ini berkaitan dengan optimasi(memaksimumkan profit / meminimumkan biaya). ► Persoalan PL merupakan permasalahan yang dipecahkan atau diukur dengan satu dimensi, yaitu maksimisasi atau minimisasi. ► Seorang manajer bisa dihadapkan pada situasi dimana ia harus mencapai beberapa tujuan sekaligus (tujuan ganda atau multiple goals): Efisensi dan efektivitas 11/5/2010 hadi paramu metode kuantitatif 2 Ruang Lingkup ► Charnes dan Coopers (1961) dan Lee dan Ignazio (1970an) mengembangkan Goal Programming ► Teknik GP merupakan salah satu teknik dalam pemrograman matematik yang tidak bekerja atas dasar “optimasi” tetapi “pemuasan” atau “pemenuhan” tujuan. 11/5/2010 hadi paramu metode kuantitatif 3 Karakteristik Formulasi Dalam GP ► Fungsi tujuan selalu diekspresikan dalam bentuk minimisasi: meminimumkan penyimpangan dari target (tujuan). ► Ada dua variabel deviasional: d1- = underachievement (penyimpangan dibawah) target profit d1+ =overachievement (penyimpangan diatas) target profit 11/5/2010 hadi paramu metode kuantitatif 4 Karakteristik Formulasi Dalam GP ► Fungsi kendala dapat diklasifikasikan menjadi: Fungsi kendala teknik (technical constraint function): kendala yang berkaitan dengan kapasitas teknis Fungsi kendala tujuan (goal constraint function): kendala...
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...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. 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. Goals are future outcomes (results) that individuals and group desire and strive to achieve. Goal setting is the process of specifying desired outcomes toward which individuals, teams, department, and...
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...My short term goal for 3rd and 4th card marking is to stay on task, maintain a B or higher, and complete all work that’s given to me. What I mean about staying on task is don’t let nothing distract me, and make me lose my focus. Maintaining a B or higher is not as easy as it seem, but I know, and got what it takes to do it. The first card marking I wasn’t completing all my work, which I can’t say about the 2nd, 3rd, and 4th. My midrange goals is to getting good grades or making the honor all throughout the next 3 years , do well on PSAT, SAT, or ACT tests , get a scholarship, try out for a sport team , get into a good college, and, have all my credits by graduation. I chose all of these goals because this is the basic things you will need to graduate. My long term goals are to learn everything I can about game design, even if it is not in my required field. Learn about GUIs, stand-alone software, programming languages such as C++ and Pascal and then plan to go to College and University to get degrees in computing and software engineering. The school I will go to is Academy of Art University. Academy of Art University offers video game design school programs led by industry professionals. The hands-on, interactive curriculum in the game design school includes video game design courses that prepare each student for creative success. The goals I explained is important because goals are important throughout life, because it makes you concentrate more and work harder. In school...
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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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...Organizational Behavior-BUS-520 April 20, 2011 Strayer University-Maitland 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 is clear and concise so the employees know what to do and how to carry it out without question. The second aspect of the goal setting model is the moderators which consist of the ability, goal commitment, and feedback and task complexity. The managers of Allstate have taken their goals and made them a daily part of the Allstate life which gives them the ability to achieve the goals without major stress. Allstate goal commitment is apparent because its taken the necessary steps to bring diversify in every area of the company to have a minor representation. Allstate feedback to its employees is superb in that all the employees receive an assessment of their current job skills and a road map for development of skills necessary for advancement. Allstate provide their employees with a road map to succeed. They give them the tools and resources to become a better employee. They have quarterly leadership measurements as well as the surveys to get feedback from employees. Allstate focus on diversity, four steps process to reach their goal. Step 1 succession programming, they identified and developed candidates for each key position. Allstate management information system enables it to...
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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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...Ora Stewart OD/MG650 Personal Action Plan June 25, 2012 Introduction This paper is a personal action plan. It’s an inventory of skills including my strengths and weaknesses in relation to the requirements of my short and long term goals. I am therefore, making an action plan on how to correct my deficiencies and to improve on my weaknesses’. This will allow me to take advantage of my strengths to obtain the skills that I want to have and quality of a person that I want to be. When this semester first started I set a goal for myself to improve my writing skills. Through- out this semester I have struggled to advance my goal. Now, as the semester comes to an end, I must look at what progress I have made towards this goal. By re-examining the work that I have done this semester I can evaluate where I have made improvements, what areas still need work and whether my participation in this class has been effective in achieving this goal. I have expanded my knowledge of different writing styles and punctuations. Both have had a positive effect on my essays by strengthening my writing skills. While my knowledge of grammar and active voice still needs improvement, my class participation has given me practice and prepared me for writing essays and speaking. The ways in which my writing skills have been enhanced by my work in this course are as followed; (a) I communicate my feelings and emotions...
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...opportunity for the guest to order a drink. The owners, Ruben Keys and Lisa Tejada are desperate to find more ways to become successful in the night club business. Their mission is to offer live music, DJ’s, dancing, and a community of friends in the night club. Wiley.com. (n.d.). Lisa and Ruben are excited to move forward with new ways to use technological systems in the night club. Wiley.com. (n.d.). The information system they currently have does not operate well regarding food cost, beverage cost, labor, payroll, concert events, and marketing campaigns. The first step is to install a transacting processing system (TPS) in order to accomplish these goals. With the new TPS system, they can expect to receive a high quality data from management information systems (MIS). Rainer, R. K., Jr., & Turban, E. (2009). Goals and Strategy The night club seems a success to an outsider’s perspective, while that may look the case, the night club has many improvements they can make. Lisa and Ruben are looking for an operating system to assist them with understanding numbers while...
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...Using the model for goad setting, evaluate Allstate 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.” The goal setting has for motivational steps. (1) Goals direct attention. That is the focus an employee's attention on what is relevant and important. (2) Goals regulate effort. Not only do goals direct our attention, they motivate us to act. (3) Goals increase persistence. Persistence represents the effort expended on a task over an extended period of time. (4) Goal foster strategies and action programs. Goals encourage people to develop strategies and action programs that enable them to achieve their goals In evaluating Allstate company goal setting process Allstate has taking four specific steps on how to accomplish different task. The first step is Succession Programming. A diverse slate of candidates is identified and developed for each key position. Allstate's management information system enables it to track and measure key drivers of career development and career opportunities for all of its employee's, ensuring that the company's future workforce will be diverse at all levels. Step two: Development. The company's development process, all employees receive an assessment of their...
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...reaching his or her potential. The 12 styles measured by LSI are organized into three general clusters: Constructive, which includes: achievement, self-actualizing, humanistic-encouraging, and affiliate thinking style. Passive/Defensive, which includes: approval, conventional, dependent, and avoidance thinking styles. Aggressive/Defensive, which includes: oppositional, power, competitive, and perfectionistic thinking styles. After honestly answering 240 questions I received the results that my primary personal style is achievement where I received the highest score of 95%. This style shows the following characteristics: focusing on achieving self-set goals, believes that individual effort counts, commits to make things better, take on challenging tasks and prefer to setting and accomplishing realistic goals rather than goals imposed by others. My secondary personal style is self-actualizing. This style shows the following characteristics: self-respect, receptive to change, strong instincts and intuition and strong desire to know about thing and experience them directly. I absolutely agree with my description because it says a lot about me and what drives me in order to succeed in personal and professional life. I have very high self-respect because I believe that in order to respect others and be respected back you have to respect yourself first....
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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. In an effort of bringing together the workforce of differences in a more powerful way so as to impact business results, Allstate Corporation has developed four specific steps for goal setting process. The first step is that of succession programming, followed by development and measurement steps. The last step is that of accountability and reward. Goal setting is a process considered a powerful way of motivating individuals and important in ensuring or rather determining the success of any business (Locke & Latham, 2002). How company managers approach the process of goal setting varies between big corporations and an owner running a business. There are usually five general principles required for a goal to motivate the concerned parties and these include feedback, clarity, task complexity, commitment and challenge (Locke & Latham, 2002). From the case study, it can be observed that step two of Allstate’s Corporation goal setting program, which is the development stage, allows for employee feedback on which future development programs can be founded (Locke & Latham, 2002). Additionally, step four involving accountability and reward ensures that employees are provided with a challenge for which they will receive awards at the end of successful completion of tasks assigned. For those women who also have young children...
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...encourage athletes to have goals to reach as a result of giving back to the community. In my opinion this structure will impinge on one another because of how it will help create a sense of unity between all groups through support and encouragement. Generally speaking, it is believed that high school sport athletes are pressured in today’s society to become the next Superstars of ESPN, Entertainment and Sports Programming Network, Inc. Sporting events and news are available to the public twenty-four hours a day on television and radio: sports are an enormous industry. The outstanding popularity of the sports industry has profoundly affected athletics and the community. The fact still remains that high school sports help establish many athletes in their moral, intellect, and character. The beneficial effects that I see in high school sports is it encourage athletes to have goals and creates a sense of unity between the athlete, family, and community, yet the concept of goals broaden an athletes horizon, by setting things in a different light. Though a dream may seem impractical, with the right steps in place, the idea can be obtained; therefore, the goal is achievable if an athlete set specific goals such as a state championship, a scholarship, or even going professional. The interaction of high school sports can help athletics realize that with practice and hard work an impractical dream can become a reality. When an athlete accomplishes this goal, there is a trickle down...
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...Team D's Week Five Reflection Paper Continual training and development of employees from low-level to high-level is an integral part of an organization reaching for and achieving its goals. In order for an organization to be successful, collaboration between individuals and departments is imperative. Organizations may have their standard training and development programs to assist employees in reaching their ultimate level of performance; however monitoring of performance is necessary to ensure individual and organizational goals are met. The process of assessing an employee’s performance, managing employee opportunities and identifying areas of weakness is evaluated and handled in the performance improvement plan (PIP). The PIP spells out the areas of need, determines goals to improve these areas, and develops training and educational needs associated with successful performance enhancement development. The PIP addresses both the areas of behavioral and performance. In the reflection, Team “D” will address training and development and the PIP process in more detail to gain a better understand of the process. Assessing, implementing, and re-evaluating behaviors and goals will be addressed. Training and development of an employee are closely related but also very different. The goal is to achieve the tasks the organization requires and improve upon productivity and efficiency. The training process of a new employee is a requirement of his or her orientation. The...
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...(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 desired outcomes toward which individual, team, departments, and organizations will strive and is intended to increase organizational efficiency and effectiveness.” Goal setting is defined with Allstate’s step number three, this steps is called measurement. By presenting a measurement the employee is able to determine how to achieve the goal defined. An employee working for Allstate is set up...
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...BUS520: How Personal Can Ethics Get? Bridgitte Dixon Strayer University Professor Carlene Graham January 30, 2010 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 following are examples of how Allstate used the goal setting model effectively to create a diversified work environment. According to the text, (Don Hellriegel & John W. Slocum, 2011,2009) Allstate identified their goal which was to, “diversify their company and create a competitive advantage” (p215). In order to achieve goal Allstate was forced to pose the question to its management staff, “How do you take a workforce of differences and bring them together in a more powerful way so that it can impact business results” (p215). To answer that question Allstate executed a plan of action that included two focal points: Internal Diversity and External Diversity. Each focal point was supported by four specific steps: Succession Programming, Development, Measurement, Accountability and Reward. Each step created a process that solidified the goal that Allstate strived to achieve by first picking the right population, “training coaching and mentoring them, and then allowing the employees to give management feedback to improve future programs” (p216). To ensure that the management team realized that good management was important Allstate created the (QLMS) the Quarterly Leadership Measurement System...
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