Allstate’S_Diversity_Index

discussion on a model for goal setting embraces the importance of goal setting, challenges, moderators, mediators, performances, rewards, satisfaction and consequences. First, the importance of setting goals calls for the inclusion of motivation and its importance and relevance to the corporate employee. Also, the goals have to create ability and desire to overcome obstacles as well as strategies to complete the desired goals. Next, the goals must be challenging and employs the help of moderators and mediators. The moderators control the ability and intensity of the goals while the mediators control the direction and strategy of the set goals. Having a reward system helps employees to strive to have a high level of performance when these rewards can include pay increases, bonuses, vacations or local trips. Therefore, satisfaction is important because the employees are being rewarded for a good job, accomplishing a task or increased performance. Finally, the consequences of accepting new challenges and harder goals once the current goal is reached are discussed. These are the major factors within the model for goal setting. In Hellriegel and Slocum (2011) they give five steps for the importance of and effect of goal setting. Step one is for each person or employee to be capable of and have the understanding to achieve the goal. In the second step to the success of a demanding goal the employee must be committed to the goals that are set. Step three is to obtain feedback from management so that the employee can alter behaviors or methods necessary to achieve the goal. The fourth step sets sub goals for employees to obtain while working toward larger and harder goals. This makes it easier for managers to give to feedback on the progress of the set goal. Step five is for management to make sure the employee has no obstacles in the way of the desired goal and that the employees have the resources and knowledge necessary to accomplish the goal. Within Hellriegel and Slocum (2011), the article about Allstate Insurance Company’s diversity strategies discusses their corporate goal setting polices. Allstate has a four step plan for setting goals. The first is Succession Programming. This is having a diverse set of employees and selecting the right diversified individual for each position. This diversity includes skills, women, and minorities. Next, the development stage provides their employees with job evaluations and feedback to their leaders. The employees are given a developmental plan of skills and expectations so they can grow within the company. In developing goals for each individual, the employees are offered education assistance, mentoring, coaching, and specific lecture training. Feedback is then provided to the managers so that the next stage of development can be put into action i.e. classroom training or mentoring. The third step is a measurement which includes a survey called diversity index helping managers make sure the employees give feedback toward solving problems within the company. Finally, the accountability and rewards step includes compensations linked to the diversity index along with personal rewards. These other personal rewards include onsite/near-site daycare with discounts, onsite dry cleaning, oil changes, and postal services. Allstate has a great model for goal setting. When comparing Hellriegel’s and Slocum’s (2011) goal setting idea with the Allstate outline we find some differences and similarities. For instance, Allstate’s model for goal setting includes all of these: importance of goal setting, challenge, moderators, mediators, performance, rewards, satisfaction and consequences. They also utilize the five steps of effective goal planning shown by making sure their employees get what they need to succeed. Also, Allstate demonstrates step one above by understanding the importance of employees knowing what is expected of them and setting goals for future growth. In addition, Allstate demonstrates the desire to receive feedback from employees which is in line with step three discussed above. By using the diversity index survey, Allstate supports the importance of helping employees handle demanding goals and making sure they are commitment to those goals. By following the model for goal setting and the five effective steps of goal setting, Allstate delivers a very good goal model creating successful and happy employees, therefore, a successful corporation.