Leadership and Organizational Behavior: BUS 520
31 October 2010
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 ...view middle of the document...
According to Case: Diversity Competency, the director of diversity management notes that the key question has become, “How do you take this workforce of differences and bring them together in a more powerful way so that it can impact business results?” Allstate has taken four steps:
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 its entire 36,000 employee.
Allstate’s succession programming has made a difference employment of women and minorities has grown rapidly. 50 percent of Allstate’s more than 5,300 executives and managers are women and of that percentage, 25 percent Hispanic or people of color, and a total of 62 languages are spoken in more than 3,200 Allstate agencies.
Development: all employees receive an assessment of their current job skills and a road map for developing the critical skills necessary for advancement options include education, coaching/mentoring, and classroom training. All of Allstate’s nonagent employees with service of more than one year have completed mandatory diversity training courses.
Measurement: twice a year the company takes a snapshot of all 36,000 employees through a survey call the Diversity Index as a part of a larger online employee survey and feedback process called Quarterly Leadership Measurement System (QLMS).
Accountability and rewards: 25 percent of each manager’s merit pay is based on the Diversity Index and QLMS. Its purpose is to help employees maintain a balance between work and personal life. Allstate has a number of programs in place (p.215-16).
Allstate already provides...