Allstate

Allstate Insurance Company recognizes and values the ways in which its employees are different, including age, national origin, sexual orientation, physical ability, religion, race, gender, family status, work and life styles. Allstate is a looking for effective ways to improve their performance goals. Its executives have found that Allstate’s diversity strategy has become one of its most important weapons. Allstate wants to develop the potential for excellence in all its workers by providing them the tools, resources, and opportunities to succeed. This paper will discuss the goal setting process, competitive advantage of using the Diversity Index, and the types of high-performance reward systems that should be used to motivate employees to reach their diversity goals at 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 (Hellriegel & Slocum, 2011) state the company focused more on affirmative action and diversity awareness through education and training. Allstate’s goal setting is effective goal-setting program. (Hellriegel & Slocum, 2011). According to the goal setting model, it emphasizes the challenges provided for the individual: goal difficulty, goal clarity, and self-efficacy. They must set difficult but clear and achievable goals, for individuals who believe that they have the ability to complete their tasks, leads to high performance. Allstate has four specifics steps to impact business results which are succession programming, development, measurement and accountability and reward. Succession programming is step one and Allstate’s management information system enables it to track and measure key drivers of career development and career opportunities. The program has made a difference that is easy to measure. Next step is development in which all employees receive an assessment of their current job skills necessary for...