The main objective at Allstate is to bring together the differences in the workforce to achieve its mission and boost business success. In doing this, it has developed four major steps in setting its goals. These are succession programming, development, measuring steps, and accountability, and reward. Goal setting is a powerful process for motivating employees and for business success. There is a relationship between organizational performance and goal setting and this can be affected by personal commitment, attainability, and self-worth. For one to be committed to achieving a goal, he has to first understand and believe in the significance of the goal.
The concept of goal setting stipulates that for goals to be effective in increasing performance, they must be hard to achieve, specific, and challenging. It also requires individuals to evaluate their performance about the goal and there has to be feedback. This will help them determine which areas need to be worked on. From the Allstate case study, it is clear that the development stage (step two of the goal-setting process) allows employees to give their feedback regarding the development of future programs. Moreover, the accountability and reward stage (step four) provides a challenge for employees that motivate them to work hard towards the achievement of the assigned task since they are assured of better rewards. The company is committed to the maintenance of a work-life balance and to this effect it has developed child care centers to help women with young children. It also offers discount programs to parents to ensure that all employees compete favorably and are committed to their tasks.