How Personal Can Ethics Get Essay

2406 WordsDec 1, 201110 Pages
Introduction This discussion involves the evaluation of Allstate’s goal setting process using the textbook’s model for goal setting and discussing the competitive advantage Allstate has from its Diversity Index. In addition, are recommendations of the types of high-performance reward systems Allstate should use to motivate employees to reach its diversity goals. Last, is a discussion regarding whether I would be motivated by the Diversity Index and Quality Learning Management System if I were an employee of Allstate. Allstate Insurance Company In this discussion I evaluate Allstate’s goal-setting process using Hellreigel & Slocum’s model of goal setting to determine whether or not Allstate has an effective goal-setting program. Hellriegel & Slocum’s (2011) model for goal-setting includes seven steps: Challenge, Moderators, Mediators, Performance, Rewards, Satisfaction, and Consequences. Allstate’s goal is, “Diversity is Allstate’s strategy for leveraging differences in order to create a competitive advantage” (Hellriegel & Slocum, 2011, pg 215). Allstate’s first step in its goal-setting process is Succession Programming. Candidates are picked for each key position and developed. In order to ensure diversity, key aspects of career development are tracked and measured by Allstate’s management information system. Allstate employs a significant number of women and minorities, surpassing national levels. Of executives and managers 50 percent are women and of that 50 percent, 25 percent are either Hispanic or of a race other than white. Also, 62 languages are spoken throughout all of Allstate’s agencies. Allstate also employs a minority recruitment program that focuses on colleges and universities. Allstate’s Succession Programming likens itself to step one of Hellreigel & Slocum’s first step – Challenge. Succession Programming involves the

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