20 Classification Essay Topics What to Write about in a Marketing Communication Paper

20 Classification Essay Topics What to Write about in a Marketing Communication Paper If you are searching for a topic on which to write your next piece, consider the following 20 topics below. These follow the complex world of marketing communications, including how to properly communicate with marketing teams in order to use consumer data to your advantage, all the way to understanding how to communicate messages to consumers through new products. Remember that these are only meant as an example, and there are many other possible classification essay topics out there so choose carefully: Using Tough Management for Marketing Communication How Leadership Style Influences Marketing Communication Marketing to Different Office Departments Communicating to Different Marketing Professionals Communication Methods for Freelance Marketing Challenges New Marketing Managers May Face How Unions Influence Marketing Communication Remote Management and Communications with Marketing Staff Using Marketing Communication to Predict Consumer Behavior Understanding the Impact That Market Stimuli Has on Consumers How Consumers Acquire Marketing Information Psychologically What Information Helps Consumers Make Purchasing Decisions What Information Do Consumers Need to Have a Favorable Impression Digital Marketing Communication Multisensory Marketing and Communication Communicating a Product Experience Marketing Communication and Its Relationship to Consumer Behavior Persuasive Communication in the Business Place Cultivating Positive Consumer Experiences in the Marketing World Communicating Design and Emotion in Marketing Aren’t those great? The topics above are, again, just a short example of what constitutes a great topic for a paper about marketing communications. Of course, it is also helpful to see a real sample so that you can gain a better idea of what type of writing is required of you which is why you will find a sample essay on one of the topics listed above. Sample Classification Essay on Challenges New Marketing Managers May Face If a company is facing conflicts between their salaried marketing staff and their warehouse workers, it can cause serious conflict. Any marketing scheme is only as reliable as the implementation, which is reliant upon warehouse workers. But should the employees on the production floor cultivate a union, it would manifest into a lobbying organization which lobbies on behalf of the employees within the workplace. This typically leads to the development of better contracts between management and employees, something that would likely cost this company a significantly higher amount of existing profits. A union can quickly become the sole representative for the production employees, and in doing so, will assume the role of the sole bargaining unit on their behalf. Should a union get underway in this company, it would limit what management can and cannot do. The study conducted by Slichter, Healy and Livernash (1960) concluded that unions place pressure on existing management to not only i mprove job production standards, but to improve workplace accountability among salaried staff, and to offer higher wages to production level staff. Some of the new policies for which unions regularly fought, and would likely fight for with this company, included better work hours, more wage incentives, and additional promotions. This study also found that unions became the single communication point between employees and employers, the negative effects of which can include interfering with company production, restraining efficiency, and monopolizing management over employees (Slichter, Livernash Healy, 1960). At present, the company faces some current liabilities from a legal standpoint which must be rectified immediately. New state law, put into effect in June of 2015 clearly states that employers are not legally allowed to deny their employees the right to use sick days, to threaten to let them go if they do use them, or to take any adverse action against them when they try and use their sick days as the current management is doing to the production level employees (Gonzalez, 2016). This new law also allows employees who are subject to any of the aforementioned violations the legal right to file a complaint with the Labor Commissioner after which investigations will take place into the violation of the law. If the company does not adhere to these regulations, and if an employee files suit then an investigation will look into that suit and any others that follow. Should the results fall in favor of the employee, there are many penalties the company might face for violating the law. It is imperative that the company manages this risk immediately to prevent any further violations of the law and to prevent employees from filing official complaints and launching investigations. Some plants are currently large enough to justify a position focused solely on human resources. As of now, the company has diverted the internal business operations to multiple managers throughout the company, in an attempt to employ cost-savings techniques that keep the company from hiring an HR representative. However, with the high number of production workers and salaried employees, some companies might move into the category of a medium sized business, and is standing on the edge of being defined as a large business. Industry standards maintain that having a staff of 40 people or more warrants investing in a full time HR representative (Workforce, 2015). That being said, it is now important for all of the current managers tasked with various HR responsibilities to focus solely on their position and the responsibilities therein as this company has long surpassed that figure. The time for the salaried workers is valuable and delegating HR tasks to other managers takes away that va luable time. This has been noticed in the employees not meeting the extra demands within the company and the productivity level dropping. These two problems can be fixed immediately if an HR generalist can be hired to assume all of the duties of HR. References: Clow, Kenneth E, and Donald Baack.  Integrated Advertising, Promotion Marketing Communications. Upper Saddle River, N.J.: Pearson Prentice Hall, 2004. Print. Gonzalez,. (2016).  Bill Text AB-1522 Employment: paid sick days..  Leginfo.legislature.ca.gov. Retrieved 5 January 2016, from https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201320140AB1522 Kotler, F. Keller K, L. Framework for Marketing Management 5th Edition by Prentice Hall Koekemoer, Ludi, and Steve Bird.  Marketing Communications. Lansdowne, South Africa: Juta Academic, 2004. Print. Slichter, S., Livernash, E., Healy, J. (1960).  The impact of collective bargaining on management. Washington, D.C.: the Brookings Institution. Workforce,. (2015).  How Big Should We Be Before Hiring an HR Manager?.  Workforce.com. Retrieved 5 January 2016, from workforce.com/articles/how-big-should-we-be-before-hiring-an-hr-manager

Product Dumping and Its Effect on Foreign Markets

Product Dumping and Its Effect on Foreign Markets Dumping is an informal name for the practice of selling a product in a foreign country for less than either the price in the domestic country or the cost of making the product. It is illegal in some countries to dump certain products into them because they want to protect their own industries from such competition, especially because dumping can result in a disparity in the domestic gross domestic products of impacted countries, such was the case with Australia until they passed a ​tariff  on certain goods entering the country. Bureaucracy and International Dumping Under the World Trade Organization (WTO) dumping is a frowned upon international business practices, especially in the case of causing material loss to an industry in the importing country of the goods being dumped. Although not expressly prohibited, the practice is considered bad business and often seen as a method to drive out the competition for goods produced in a particular market. The General Agreement on Tariffs and Trade and the Anti-Dumping Agreement (both WTO documents) allow for countries to protect themselves against dumping by allowing tariffs in cases where that tariff would normalize the price of the good once its sold domestically.   One such example of a dispute over international dumping comes between neighboring nations the United States and Canada in a conflict that came to be known as the ​​Softwood Lumber Dispute. The dispute began in the 1980s with a question of Canadian exports of lumber to the United States. Since Canadian softwood lumber was not regulated on private land as much of the United States lumber was, the prices were exponentially lower to produce. Because of this, the U.S. government claimed the lower prices constituted as a Canadian subsidy, which would make that lumber subject to trade remedy laws that fought such subsidies. Canada protested, and the fight continues to this day.  Ã¢â‚¬â€¹Ã¢â‚¬â€¹ Effects on Labor Workers advocates argue that product dumping hurts the local economy for workers, especially as it applies to competition. They hold that safeguarding against these targeted cost practices will help detract the consequences of such practices between varied stages of local economies. Oftentimes such dumping practices result in increased favoritism of competition between workers, a sort of social dumping that results from making a monopoly of a certain product. One such example of this on a local level was when an oil company in Cincinnati attempted to sell below-cost oil to diminish profits of competitors, thereby forcing them out of the market. The plan worked, resulting in a local monopoly of oil as the other distributor was forced to sell to a different market. Because of this, oil workers from the company who outsold the other were given preference in hiring in the area.