1. Using the model found on page 194, evaluate Allstate’s goal-setting process. How does it work?

2. On pages 202–203, we list some of the dimensions of an effective goal-setting program. Does Allstate meet these criteria?

3. What type of high-performance reward system should Allstate choose to motivate its employees to reach its diversity goals?

MINI CASE 

In today’s competitive environment, companies continue to look for ways to improve their performance and achieve corporate goals. The task is not easy, but the team of human resource (HR) executives at Allstate Corporation has found that its diversity strategy has become one of the company’s most important competitive weapons. It has long been Allstate’s position that diversity is about neither political mandates nor legal obligation. Rather, the company’s vision is stated this way: “Diversity is Allstate’s strategy for leveraging differences in order to create a competitive advantage.” This strategy has two major points: one internally focused and the other externally focused. According to James DeVries, senior vice president of human resources, the internal diversity focus is about “unlocking the potential for excellence in all workers by providing them the tools, resources, and opportunities to succeed.” The external focus of diversity is about making certain that the workforce matches the experiences, backgrounds, and sensitivities of the markets it serves. In this context, Allstate managers view diversity not as a goal but as a process that is integrated into the daily life of the company.