Rejuvenation, Inc. Press Release, Essay Example

Rejuvenation, Inc. is one of the America’s largest producers and top direct marketers of period reproduction lighting. The firm is based in Portland and is also involved in selling period lighting and hardware in a retail store. At the moment the organization has more than 200 employees of which about two-thirds work in the northwest Portland factory branch while the rest work at the retail outlet. The organization has recorded a constant increase in annual growth and it had$21 million net sales in 2001 (Pederson, 2008).

Rejuvenation, Inc. Company Culture

Rejuvenation, Inc. has always maintained a strong moral leadership and its leadership is responsible for defining and describing its culture. Its culture is its personality as displayed by the manner in which members conduct themselves and their zeal to participate I teamwork activities. The company engages its workers in all the planning activities and upholds an excellent communication network with all the employees and the community in general. Rejuvenation, Inc. is determined to prevent the economic situation at any moment   affect the manner in which it handles its employees or even their work ethics. It has strong work principles and is concerned on the wellbeing of the society and the environment as well. The organization has been recognized for its environmental stewardship since it works exclusively hard to reduce the negative impacts of its products to the environment (Pederson, 2008). Some of the aspects of the company’s culture include:

Setting Priorities

Rejuvenation, Inc. has always maintained the practice of prioritizing its activities as part of its culture. It runs a system of ‘Aspect Analysis” which is a terminology representing the activities of a company or the things that the firm possesses and negatively affects the environment. The “Aspect Analysis’ contains 42 activities and each of them is given a score on the basis of six classifications: mining, Persistency, Toxicity, Biodiversity, effectiveness, and Social Equity. It also takes into account the frequency of every activity. Scores for every class and frequency are summed up. This score is the basis on which the firm prioritizes its activities. The organization implements and improves each activity on the basis of its priority (Pederson, 2008).

Training

TNS principles have systematically and strategically been implemented through the company beginning with the key group of managers and progressing on to the supervisors, craftsmen and finally to the line workers. All Rejuvenation, Inc. managers always receive training in groups of between 15 to 20 people. This includes a one-hour instruction on the Oregon Network followed by an introductory workshop provided by the Network. In the initial years of the firm’s start up, Rejuvenation, Inc. emphasized on training its workers especially those in the production department which has the greatest impact on the environment. By the third year, instruction was extended to the retail departments. Training of line workers portrays an essential challenge for Rejuvenation, Inc. Its production workforce also displays a considerable variety of culture and language, resulting to excellent communication of the technical and environmental values difficult. The organization also explores the possibilities for development of multi-lingual TNS texts and training resources (Pederson, 2008).

Rejuvenation, Inc. Lives Its Culture

In order to attract clients and enhance its name appreciation and its presence in the society, and promote employee relations, the company has adopted a number of strategies which overall assist in living to its culture. Rejuvenation for instance sponsors productions offered by Artists Repertory Theatre (ART) which is a little theater firm in Portland. Store merchandise is loaned to ART for application as props and information concerning ART activities is spread to the clients. Rejuvenation also guarantees in-store presentations of “Actors-To-Go,’ the traveling aspect of ART.  The workers are encouraged to exhibit their own talents at the firm’s meetings and celebrations. Performances include activities such as opus, Cambodian folk singing/dancing, music presented on a didgeridoo. This is part of the organization’s culture (Pederson, 2008).

In order to encourage the newly recruited workers to take part in the firm’s art activities, it compensates every worker for entry fee to any art, records, or science museum or gallery and equals the workers donations to arts firms in the society. Rejuvenation, Inc. for instance sponsored a ‘Learning Day’ for all its workers. It consisted of inventive exhibitions and workshops and it also contracted an independent filmmaker to make a movie on the firm’s history (Pederson, 2008).

Conclusion

Though many companies appear to be missing a reasonable company culture at the moment, Rejuvenation, Inc. is not among them since it has always encouraged its leaders to describe its culture. It has a strong dedication to being a dependable member of its society and the world in general. The firm openly support arts associations and individual artists and urges all its workers to appreciate the value of arts to the organization. Rejuvenation’s promotion of the arts draws new customers, establishes an attractive work environment for its workers, and boosts its image in the society while at the same time reinforcing the achievement of the Portland-area arts associations and artistes (Hall, 2007).

References

Hall, D. (2007). Brands and their companies: consumer products and their manufacturers with addresses and phone numbers, Volume 1. New York: Thomson Gale

Pederson, J. (2008). International directory of company histories, Volume 91. New York: St. James Press