“Allstate Insurance Company” Submitted To: Dr. Vanessa Graham Prepared By: Leadership and Organizational Behavior Strayer University July 20, 2011 I. 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 or results that individuals and group desire and strive to achieve. On the other hand, goal setting is the process of specifying desired outcomes towards which individuals, teams, departments, and organizations will strive and is intended to increase organizational efficiency and effectiveness (Hellriegel & Slocum, 2001, pg 192). Allstate provides their employees with a road map to succeed by executing the goal setting definitions.
Using Affective, Cognitive, and Psychomotor strategies, my training program be tailored to reach all audiences. This particular training session would include a complete and detailed set of instructions on how to use the EHR system. In the development stage, key designers will create and put together content that was used in the design phase. After the content is assembled, there would be some sort of quality assurance to proof the content to give
I think refining is the most appropriate response in this scenario. The vision and mission have already been established for Listo sytsem. However, the lack of employee training due to the rapid growth of the company and high turnover rate has resulted in low production and poor quality. Refining the company by using the ACHIEVE model to motivate employees is one of the theories that can be used to help the Vision to Performance. Managers need to know what motivates people in their organization.
Scope Statement will provide an approved scope for the project that will guide work efforts and align resource commitments. Requirements Management Plan will provide a process to gather, analyze, document and manage to deliver of project requirements. Given the broad range of expectations for the new HRIS, it will be important to align on consistent scope. Statement of Requirements will provide an approved set of requirements for the project that will guide work efforts and align resource commitments. Work Breakdown Structure (WBS) will breakdown project scope and requirements into groups of component tasks that will be manageable Schedule Management Plan will provide a process to gather, analyze, develop and control the schedule of project activities.
Though this organization was successful, they were not successful enough to be in the stuck state they were in. The growth of the Levon Corporation should have been the primary focus of everyone in the company especially the management team. Even though bringing the project management consultant in to outline to the management team the importance of project management functionality was stubbornly agreed upon it proved to be the first and most important step in the company’s change process. The employees will feel their opinions are suggestions are valued as a result of the management team taking the time to hear out the consultant. The apprehension of the management team is understood because that is the culture; however, once the functionality is implemented and the management team sees the growth and positive change, the company will be more adapt to change.
mEHIHON, GAIUS N The Total Rewards Approach to Compensation Management (HRMN 395) Paper 2 Title: Metrics for Total Rewards Program at General Electric Company (GE) Date: 10-Sep-12 Introduction One thing is to have a good rewards program; another is to be able to track the effectiveness, impact and sustainability of such a program. Every organization no matter how big or small understands that the best way to know if a reward program is good or bad is by finding a way of measuring the program. “The end in mind for total rewards is the accomplishment of organizational objectives, thus the objectives of the organization provide the foundation for the key measurements of success of the total rewards programs” (Module 5, topic 3). Paper one focused on the various rewards programs at General Electric (GE), a multinational organization. With the goals and objectives of GE in mind, in this paper, we will be talking about the various metrics for the existing rewards program at General Electric and connecting the impact of the rewards program to the success or achievement of the organizational goals.
Management and Leadership Cathy Forbes Management: Theory, Practice and Application/330 March 7, 2011 Frederick Beiermeister Management and Leadership In today’s ever-changing world, companies cannot afford to rest on their laurels nor do they sit still. As an alternative, companies must use their current successes to continue to build a competitive advantage for the future and constantly seek new ways to remain flexible, innovative, efficient, and responsive to their customers if they want to succeed. One of the most important ways companies can achieve such successes is to ensure their organization structures and systems are adaptable. Additionally, the organization must be prepared to meet the difficult and ever-changing challenges
“The typical Gainsharing organization measures performance and through a pre-determined formula shares the savings with all employees. The organization's actual performance is compared to baseline performance (often a historical standard) to determine the amount of the gain (Masternak, R. L. (n.d.)”. With a family owned business, this can be a positive way to help grow the company’s culture, keep the family culture values, and encourage employee involvement in growing and developing the business. A gain-sharing plan will help the company achieve the increase in team production because they will only receive gain share for performance that has improved and it will align employees to the goals of the organization. Having this type of plan helps to promote and improve employee morale, pride, and a positive attitude towards the organization and its goals.
The information collected from the survey helps HR: • Improve satisfaction by identifying current strengths and needed improvements in the programs, plans, and services relevant to managers. • Improve management understanding and effectiveness of targeted current programs, plans and services. Overview Presentation - September 2010 – Last Updated 9/16/2010 2 BACKGROUND Objectives: Identify service strengths and areas for improvement Last HR Service Survey: 2005 Survey Focus: Faculty & staff with management responsibilities Total Distribution: 476 management employees (faculty & staff) Response: 143 – 30% Response Rate When: Spring 2010 Overview Presentation - September 2010 Overall HR Results by Unit All Satisfaction Survey Items Aggregated into Composite by Unit Mean (Scale 1-5) PRES PROVOST EVP Benefits Compensation Staffing Employee Relations Workplace Learning & Performance 3.48 3.35 3.45 3.56 3.91 2.93 2.80 3.54 3.21 3.14 3.56 3.20 3.21 3.29 3.83 3.96 3.76 3.81 4.08 4.11 Satisfaction levels vary by executive area with the highest scores reported by the EVP area and the lowest scores reported in the President’s area. Scale = 1-5, with 5 being very satisfied Overview Presentation – September 2010 Overall Positive Trend Since 2005 in Many Areas HR SERVICE SURVEY 2010 • • • • • • • Customer Service Benefits Info on HR Website Clarity of Leave Policies Position Evaluation Process Annual Salary Planning Clarity of Comp Policies Time to Fill New Positions OIPR STAFF SATISFACTION SURVEY (2009) • Professional Development Opportunities • Staff Development •
What is the primary problem for the company/organization in this case? The primary problem for this company is how they are going to train their employees on diversity, and the expectations they have of their employees. They had to create a Diversity Steering Team to try and help employees have certain perceptions of diversity issues. It seems to be that they are trying to tell employees how they should think instead of trying to mold them into more diversified employees. They also are supporting minority and women-owned businesses which is huge but not happening everywhere, so it may be harder for them to be accepted when supporting minority businesses.