Diversity Competency->Sample Case

Sample

Case: Diversity Competency

1. Allstate’s goal-setting process works by following the different components of the goal-setting model. First, they set the challenging goal for their management team to take their diverse workforce of differences and bring them together in a more powerful way to positively impact business results. This goal is difficult to achieve but not impossible. It also is clear and specific by stating where management should direct their effort. Next, Allstate uses different types of moderators to buffer the relationship between goals and performance. For example, they use the ability component to find a diverse set of candidates for each key position to ensure that the company’s workforce will be diverse at all levels. Allstate also uses the feedback component when employees receive an assessment of their current job skills and what future steps they should take for developing critical skills for advancement.

These 2 issues help Allstate develop a diverse workforce to meet high performance standards to help reach the ultimate goal of positively impacting their business results. Allstate also uses mediators to link challenges and performance together. They do this by getting managers to direct their attention towards the Diversity Index and the QLMS by making 25 percent of each manager’s merit pay based on them. This process links compensation to the company’s diversity goals and directs their attention away from activities that are irrelevant to achieving this goal. Their goal-setting process also works because they do a great job of rewarding their employees to help entice them into replicating that behavior going forward. They do this by offering their employees on-site services such as child care, oil changes, dry cleaning, and postal and catering services. These different types of services encourage employees to keep up their hard work and help them establish a better work-life balance.

2. Allstate definitely fits...