Allstate – College Essay Example

results are utilized by management to establish programs that address problems and improve work processes. The final step is accountability and reward.

According to Allstate, during the accountability and reward step, compensation is directly linked to the organization's diversity goals. Managers receive merit pay based on the Outcome of the Diversity Index and the QLMS, which Allstate's leadership believes enhances focus on initiative (Hellriegel ;Slocum, 2011). Allstate's goal setting process is effective, efficient, and powerful, making it worthy of emulation. Unquestionably, Allstate demonstrates a commitment to fulfilling its vision of diversity.

The text discusses the competitive advantage Allstate has gained through the development of the Diversity Index, an online survey that measures employees' perception of how well the organization is meeting the desires of its stakeholders, customers, and employees (Wah, 1999). The Diversity Index is a measuring tool that goes beyond recruitment to foster diversity, increase customer retention and sales, enhance management accountability, and fully utilize the talents and potential of a richly diverse family of employees (Caywood, C. 1997).

According to Hellriegel and Slocum (2011), the leadership at Allstate believes that implementing merit pay practice can enhance employee initiative. Allstate is known for its successful goal setting process, which serves as a model to be followed due to its effectiveness, efficiency, and power. Allstate's commitment to diversity is clearly communicated and evident in its development of the Diversity Index, which provides a competitive advantage.

The Allstate Diversity Index is an online survey that gauges employees' perception of how well the organization is meeting the needs of stakeholders, customers, and employees (Wah, 1999). This survey serves as a tool to promote diversity beyond the recruitment phase. Additionally,

it supports Allstate's aim to enhance customer retention and sales, increase management accountability, and cultivate a diverse workforce where employees' talents and potential are fully utilized (Caywood, C., 1997).

The Diversity Index is a effective tool for gaining a competitive edge because it assesses the impact of Allstate's new diversity strategy, which focuses on leveraging differences. In the past, Allstate saw diversity primarily as a legal obligation, with more emphasis on affirmative action and diversity awareness. However, they have now adopted a more successful and positive perspective, integrating diversity into every aspect of their operations, including decision making and product innovation. This comprehensive approach involves incorporating diversity into the mainstream workforce by aligning recruitment, development, and retention strategies with business processes.

The Diversity Index Survey is conducted twice a year to measure the effectiveness of Allstate's diversity strategy. This survey asks employees questions regarding the strategy's effectiveness and their answers are analyzed to create action programs for problem resolution and business process enhancement. The Diversity Index has successfully helped Allstate achieve their goals of increasing customer retention and sales, enhancing management accountability, and cultivating a diverse pool of skilled and talented employees.

Allstate has embraced diversity, leading to positive outcomes for the company. Both employees and customers express satisfaction with this approach. Recognizing that satisfied employees result in satisfied customers is crucial. This improves productivity and overall business processes. To further motivate employees and achieve diversity goals, Allstate should consider implementing a high-performance reward system that aligns with their focus on leveraging internal and external differences. Internally, providing employees with necessary tools, resources, and opportunities to reach their full potential is important.

The external focus of Allstate is to

achieve equality in the workforce and marketplace by considering diverse experiences, backgrounds, and sensitivities. The company utilizes this focus to motivate its employees and drive business results through the implementation of a high-performance reward system, including informal reward programs. Many leaders have recognized the advantages of informal rewards, as they believe that financial incentives, bonuses, and promotions play a significant role in motivating individuals to perform.

Informal rewards, which focus on genuine and individual appreciation of employee efforts, can effectively recognize employees without requiring significant financial resources. By delivering these rewards correctly and consistently, they aim to promote ongoing improvement and boost performance and morale. To be effective, informal rewards must be directly linked to desired behavior, provided immediately after the action, personally given, and appreciated by the recipient.

The reward can be a simple gesture such as a thank you note, letter of appreciation, lunch with the president, recognition on the organization's electronic message board, or expressing gratitude in an open forum (Michigan State, 2009). These methods have a significant impact on employees because they are personal. Rewards that have a personal touch are generally more appreciated by people. This personalized approach makes individuals feel valued and consequently motivates them to perform at a high level of productivity.

In light of the aforementioned, I propose that Allstate implements an informal rewards system to encourage employees in attaining diversity goals. If I were employed by Allstate, I would find motivation in the Diversity Index and QLMS. These resources provide individuals with a platform to express themselves and be genuinely recognized. It is my belief that granting people the opportunity to voice their opinions holds great significance as it

adds value and importance to their self-expression.

It is crucial for the organization to understand how individuals perceive leadership and business practices. Nobody wants to be part of an organization that does not appreciate their worth. Humans are social beings who depend on each other and do not thrive in isolation (Hellreigh; Slocum, 2011). According to Maslow's Hierarchy Theory, individuals have a set of needs that must be met in a specific order. Affiliation, which is classified as a deficiency need and ranks third in the hierarchy model, is among these needs (Woods; West, 2010).

Affiliation needs involve the desire to belong and be part of a community. Being a member of a church, softball team, corporation, etc. that appreciates your value and contributions can be a significant motivator. I wholeheartedly believe that if I worked for Allstate and had the chance to express my thoughts through the Diversity Index and QLMS survey, it would make me feel more empowered. This is because even though my input may be small, it could be the crucial piece that brings about a real change.