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Allstate Insurance Company Essay

1335 words - 6 pages

The goal-setting model has four aspects: directing attention, regulating effort, increasing persistence, and fostering strategies and action programs. The theory behind this model is that it can be used as a motivational tool that allows people to compare their current performance levels with the performance levels required to attain a certain goal. Allstate has determined that their goal is to be as diverse as possible in order to use it as a weapon against competition. They have stated that their diversity goals are not politically or legally motivated, but instead are essential in “leveraging differences in order to create a competitive advantage.”
This strategy is broken down ...view middle of the document...

They focus on ensuring that the employee is satisfied with their job expectations and work environment. This fosters an atmosphere in which employees can perform at their peak levels and allows the company to obtain maximum profits.
Twice a year, Allstate evaluates the diversity of their workforce though a survey that they call the Diversity Index. The survey consists of four questions that inquire about the quality of service delivered to customers and the extent that employees are treated with respect and dignity regardless of their ethnicity, gender, age, etc., as well as questions about insensitivity in the workplace (such as inappropriate comments or jokes based on race, gender, etc.) and whether employees feel they work in a trusting environment where they are allowed to offer different opinions. The results of this survey are distributed via the company’s intranet and actively solicit employee feedback on developing programs to solve problems and improve work levels. This is a very effective way of measuring the levels of comfort and satisfaction employees have with their job. By using the Diversity Index, Allstate shows their employees that they care what they think and that they are willing to take action to ensure that their employees are happy with their jobs and are as productive as possible.
Many companies treat diversity as a business issue, a sort of social conscience program that ensures that they employ just enough people from diverse backgrounds to be legally and politically correct. These types of affirmative action programs have only recently begun to be recognized as different from diversity initiatives and the idea that diversity can be used as a business strategy is still a foreign concept to many. Allstate was one of the first companies to employ this theory and has since been one of the leaders in the number of progressive companies that use diversity as a strategic method to increase customer and employee satisfaction and sales.
There are many types of high-powered reward systems. The first is through informal rewards, which come as a result of interactions between people. In a time where raises and promotions are becoming very rare, this type of reward is gaining in popularity because it does not require a monetary resource. The second type of rewards program is through profit-sharing, which provides employees with a portion of the company’s earnings. This type of program is not necessarily one of the most popular because many employees feel regardless of their productivity levels, their impact on the organization’s overall profitability is minimal. Next, there are skill-based pay programs. Skill-based programs reward employees based on the number and level of job-related skills that an employee has learned. Employees are paid based on the number of different skills they can perform, but there is a downside to this, called “topping out.” Topping out happens when an employee has...

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