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The post-millennial generation is about to arrive in your workplace, but there are few overlaps between these digital natives and their older colleagues. Poised to disrupt the workforce with an influx of 61 million job seekers, Generation Z brings characteristics and expectations you might not anticipate to the office. Here’s what you need to know to stay ahead of the transformation.

A PICTURE OF GENERATION Z

Who is Gen Z?

Members were born between 1995-2010, meaning the oldest are 22 and just entering the workforce.

48% – Forty-eight percent are non-Caucasian¹, which makes them the most diverse generation to date.
Defined by privacy, cautiousness, practicality, and mindfulness of the future, they tend to be more like their grandparents than millennials

Unprecedented digital connection…

Gen Z has never known life without technology at their fingertips (the first smartphone debuted when they were infants).

5 – On average, they use five screens – smartphone, TV, laptop, desktop, and iPod or iPad.²
96% percent own a smartphone.³
More than half spend at least 10 hours a day on an electronic device.³

…but crave real-life connection

Despite being inundated with technology all their lives, Gen Z expresses concern about their digital devices and place high value on offline relationships.

Only 49 percent agree that social media is an important part of their life.¹
Nearly 60 percent are concerned that social media is too public.¹
37% – Thirty-seven percent worry that technology is weakening their ability to maintain strong interpersonal relationships and develop good people skills.⁴

Cautious (but reasonable) consumers

This generation grew up in the Great Recession and the Occupy Wall Street movement, which has made for frugal shoppers with a distrust of big brands.

35% – Thirty-five percent plan to start saving for retirement in their 20s.⁵

GEN Z AT WORK

Gen Z makes up the latest wave of young professionals entering the workforce. Outnumbering their millennial predecessors, this group will make up forty percent of the working and consumer population by 2020.⁶Twenty-eight percent of millennial managers look to Gen Z with concern, doubting their ability to recruit, retain, and train them. ⁵ Gen Z are hard workers – an asset to employers – but when it comes to recruiting and retaining, what matters to these incoming job seekers? We’ve compiled results from several surveys to find out.

Practical prospects

Gen Z is deeply driven by security. More pragmatic than millennials, Gen Z express concerns about money and benefits.

65% – Sixty-five percent of respondents think salary is important.⁶
70% – Seventy percent describe salary as their top motivator.⁷
70% – Seventy percent say their top “must have” is health insurance.⁷

Career ownership

Not only do Gen Z work hard, they also take responsibility for their career. This generation is willing to put in the extra hours if they’ll be rewarded for it. They are competitive and want to be judged by their merit. This means they also value skill development and self-improvement, and they often prefer to work independently.

This also makes for a generation of entrepreneurs. Nearly half (42 percent) of the Monster Multi-Generational Survey respondents want to have their own business someday.⁷

Only 38 percent of respondents consider work-life balance to be important.⁶
76 percent describe themselves as responsible for driving their own career.⁷
58 percent say they’d work nights and weekends for higher pay.⁷

Technology as a tool

While Generation Z are anything but strangers to technology, they view it is a tool – not a toy. They are less enamored with flashy new releases than previous generations. These employees expect work phones and laptops. Adept at quickly picking up new technology and instantly accessing information, you can expect Gen Z workers to learn and start contributing sooner rather than later.

23% – Twenty-three percent of respondents expect texting to be essential to workplace communication.⁷

Fans of face-to-face

Perhaps because of their digital environment, Gen Z place high value on face-to-face interaction. These employees don’t just want to work for you – they want to be coached by you, too. Social experiences matter in the workplace and beyond, which makes culture a key convincing point for recruiters. Gen Z is also the most accepting generation yet, so they feel right at home in a diverse work environment.

40% – Forty percent want daily interactions with their boss and think they’ve done something wrong if they don’t.⁵

THE BOTTOM LINE

Employers prepared to deliver a positive and rewarding day-to-day work experience with competitive compensation will be well-equipped to welcome their youngest workers. Earning a Bachelor of Science in Human Resource Management or a Master of Arts in Human Resource Management from Concordia University, St. Paul, is an excellent way to refine your hiring and training practices.

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Grant writers research, draft, and present proposals with the goal of helping nonprofit organizations (and in some cases, individuals) receive funding. Public and private institutions designate billions of dollars for grant money each year; those funds are meant for specific causes. It is the job of the grant writer to match available money with projects or causes that need support.

What Does a Grant Writer Do?

Grant writing is a very rewarding career path, as writers get to regularly help causes that may be important to them. Animals, education, underprivileged children, violence prevention, and the environment are just a few of the causes a grant writer can expect to work for. Grant writers may work for charities or nonprofit organizations, or they may be self-employed contractors who accept projects from multiple organizations.

New grant writers would do well to seek employment in large cities, as this is where they will find the most diverse opportunities. Once a grant writer gets his or her foot in the door, the best advice is to focus on enhancing their craft via focused grant writing classes and workshops. These are oftentimes available through community colleges and professional associations.

As with many professions, on-the-job training is especially rich and will aid in career advancement. Years of practice will help grant writers develop the sharp skills needed for successful proposal writing.

How Much Do Grant Writers Earn?

According to PayScale, the average income for grant writers is about $48,300 per year. Grant writers who are self-employed generally charge a flat fee per project, but some establish an hourly rate for their services.

How Do I Become a Grant Writer?

Those interested in becoming a grant writer should strive to earn a bachelor’s degree to be qualified for entry-level jobs. One advantage of studying to be a grant writer is that it usually doesn’t matter what field of study a student chooses. Of course, classwork in English, writing, and marketing are helpful and will give a student an advantage for this role.

Grant writers are disciplined professionals who are able to manage multiple projects and meet deadlines. A good grant writer will possess the following skills:

Research and writing: Grant writers use research to find opportunities and match them to their clients. Strong writing that concisely and convincingly expresses ideas within a proposal will help a project stand out and hopefully win funding.
Attention to detail: Grant writers should endeavor to be as accurate and detail-oriented as possible in their work. In this same vein, the ability to multitask and organize writing logically is important.
Interpersonal skills: Writers often work closely with clients, institutions, and co-workers to collect information and then convey it in a meaningful and accurate way. Strong interpersonal skills will help a grant writer be successful.

With the right skill set, you can enter a role as a grant writer. Concordia University, St. Paul’s online marketing degree will give you the practical tools needed to excel in this career path. Our program offers a convenient online format that allows you to complete your studies at a time and place that works best for you.

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While earning a college degree takes a lot of hard work and determination, it also takes a lot of time and money, both of which can place a heavy burden on working professionals. Adult learners who have the drive to start or continue their education are looking for some breaks to make the decision to return to school easier on them.

Apply for Financial Aid First

As a new student enrolling in one of our human resource programs, you should complete the Free Application for Federal Student Aid (FAFSA) to determine your eligibility for federal and institution aid. When completing the FAFSA form, remember to use our school code: 002347.

Our team of financial aid experts will determine your eligibility for institutional aid. Some institutional aid may include grants and scholarships. It is important to note that not everyone will qualify for this type of tuition support. If you don’t qualify for financial aid (or even if you do), consider applying to one or more of these scholarship programs to help you save money on tuition.

Grants and Scholarships for HR Students

Susan R. Meisinger Fellowship for Graduate Study in Human Resources

Current human resource professionals can leverage their past work experience toward advanced academic and industry studies to help shape the future of HR. The Society for Human Resource Management (SHRM), the SHRM Foundation, and the HR Certificate Foundation sponsor an annual fellowship for first-time master’s degree students enrolled in an HR program. This fellowship program is specially designed for members of SHRM or certified human resource professionals through the HR Certification Institute.

The fellowship awards one winner annually to receive up to $10,000. Each fellowship is renewable for one additional year for a total up to $20,000. Additional fellowships may be awarded based on funding availability.

SHRM Foundation Student Scholarships

Make the most of your time as a student in one of our human resource programs. Join SHRM as a student and earn valuable member benefits, including discounted membership and program fees as well as the opportunity to apply for scholarship awards.

Scholarships are made available to both undergraduate and graduate students with awards ranging from $2,500 to $5,000. Undergraduates must have a minimum cumulative GPA of 3.0 on a 4.0 scale and must have completed at least one HR management course. Graduate students applying for scholarships through the SHRM Foundation must be enrolled in a human resource or HR-related program and have completed at least six hours of graduate coursework with a minimum GPA of 3.5 on a 4.0 scale.

These merit-based scholarships are awarded based on SHRM student chapter involvement, academic achievement, and extracurricular activities, which include work experience and financial need.

International Public Management Association for Human Resources (IPMA-HR) Graduate Study Fellowship Program

Members of IPMA-HR pursuing a graduate degree in human resources are eligible for a scholarship award of up to $2,000. The award is given to two IPMA-HR members and is renewable for one academic year. Recipients must provide evidence of maintaining a cumulative GPA of 3.0 or better on a 4.0 scale.

IPMA-HR Scholarship Program

Children of IPMA-HR members seeking a bachelor’s degree are eligible to receive a one-time scholarship of $1,000. Preference is given to students pursuing a bachelor’s degree in human resources or public administration. Applicants must be enrolled in an accredited college or university, and their parent must be a current association member and have maintained membership for the last three years.

Earn Your Degree in HR

Whether you are new to the profession or an established professional, you could benefit from scholarships and grants. Concordia University, St. Paul has human resource programs that help current HR professionals build a stronger, thorough career that bridges past work experience with new skills and industry knowledge. Our bachelor’s and master’s degrees in HR management are also ideal for the career changer looking for an accelerated track to gain new skills and industry knowledge to apply toward a new career in human resources.

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The modern office is a melting pot of generations, including industry vets, experienced professionals, excited new hires, and wide-eyed interns. They span ages, from Baby Boomers to Generation Z, coming from different backgrounds that contribute to their uniqueness as employees and create particular opportunities for HR professionals, in terms of hiring and retention.

Below, we explore what’s special about each generation and how to keep them all working together productively.

Baby Boomers

Born: 1946 to 1964

Characteristic Traits: Ambitious, loyal, work-centric

Work Style: Self-reliant, practical, goal-oriented

Motivate with: New experiences to avoid stale routines

Stressed by new communication tools

Baby Boomers: 38%

Generation X: 40%

Millennials: 43%

Post-Millennials: 50%

Generation X

Born: 1965 to 1980

Characteristic Traits: Balanced, entrepreneurial, individualistic

Work Style: Independent, autonomous, meritocratic

Motivate with: Flexibility for obligations like parenthood

Optimistic about the benefits of tech

Baby Boomers: 29%

Generation X: 30%

Millennials: 30%

Post-Millennials: 11%

Generation Y (Millennials)

Born: 1981 to 1995

Characteristic Traits: Avid, hearty, searching

Work Style: Inquisitive, responsive, collaborative

Motivate with: Acknowledgement through greater responsibility

Most used method of collaboration

Baby Boomers: Meeting

Generation X: Email

Millennials: Email

Post-Millennials: Chat

Generation Z (Post-Millennials)

Born: After 1996

Characteristic Traits: Young, social, innovative

Work Style: Flexible, structured, transparent

Motivate with: Education to build careers

Least favorite method of collaboration

Baby Boomers: Screen Sharing

Generation X: Screen Sharing

Millennials: Call

Post-Millennials: Call

Who is Generation Alpha?

Generation Alpha are the children of Gen Y. There are more than 2.5 million of them born each day. They are “born to digital technology like it’s a fifth element of nature. They will be the wealthiest, the most intensely educated, and most dynamic generation that human society has yet seen.”

Key Difference Between Gen X and Baby Boomers

You’ll need to offer reward incentives to recruit and retain Gen X.

Gen X craves prizes and rewards as a form of recognition for their superior collaboration and information skills.
64% of Gen X believe teams should be rewarded for success, but only 44% of Baby Boomers share this belief.
66% of Gen X believe individual employees should be rewarded for sharing information and collaboration, but only 43% of Baby Boomers agree.

Key Difference Between Gen X and Gen Y

There aren’t too many differences between Gen X and Gen Y. You’ll need to offer social media collaboration to recruit and retain them both.

Between 54% and 62% of Gen X and Gen Y communicate with business partners, gather market research, and sell products via social media.

Every Generation Needs Employee Training

Employee training is the key to productivity and enhanced brand awareness.

Between 50% and 63% of Gen Y and Baby Boomers don’t have a full understanding of their organization’s brand.
Only 56% of Gen X have a good understanding of their organization’s brand.

Better employee training begins with better human resource management. To get the most out of each generation, start by building your knowledge and sharpening your skills in human resources. Consider earning your Bachelor’s or Master’s in Human Resource Management from Concordia University today.

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An import or export agent acts as a middle person for the purchase or sale of products between both domestic and overseas companies. Responsibilities for this career vary depending on the field and type of company for which the agent works. Duties may also be different depending on where the agent is in the supply chain.

What Does an Import or Export Agent Do?

As mentioned, the specific duties for an import or export agent depends on their field and company. For example, at an export management company, agents work with foreign distributors, overseas marketing and advertising, and organizing budgets and invoices. On the other hand, at an export trading company, they are busy researching the market for specific projects, as well as delivering sales pitches regarding trade to foreign and domestic companies.

Import or export agents may also choose to be hired by a company, open their own company, or work individually. While working individually will cut out the middleman, there is greater risk and much more responsibility involved.

Import or export agents also need to understand global economic trends and be able to recognize how certain announcements and news stories will affect certain trade opportunities. Along with recognizing trends, agents also need to understand the legal formalities, documentation, federal regulations, and local regulations associated with different companies and how they may influence current and future prospects. When delays, damages, and other issues arise, they must also know how to quickly and effectively find solutions and report to the proper individuals to have these problems resolved in a timely manner.

How Much Do Import or Export Agents Earn?

While the Bureau of Labor Statistics does not provide information for this specific career, the similar position of purchasing agent has an annual median salary of $67,600. As with all careers, salary depends on the field in which an individual is working, as well as job responsibilities. Some companies may also have agents receive a portion of commission or retainers depending on their trade arrangements.

How Do I Become an Import or Export Agent?

A bachelor’s degree is typically the standard for this career. For those interested in management positions, a master’s degree may be the right choice. Specializations may be centered around particular products or areas of the world. While in school, individuals should pay close attention to learning subjects such as trade policy, currency transactions, import-export law, and policies associated with trade deals.

Agents need to be highly organized to maintain correct information about products, different markets, various companies, and trading. They should also be very research-savvy and be able to interact with both local and international markets and people in those markets. The most important part of this job is to keep up with trade and the products and materials associated with a particular business. Staying informed and being proactive are valuable assets.

With the right background, you can excel in a career as an import or export agent. Concordia University, St. Paul offers an online business degree and a Master of Business Administration. Taught by business professionals, you will learn core business principles and gain practical knowledge. Both programs are offered in a flexible online format that allows you to complete your coursework at a time and place that works best for you.Place the entire article in this

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An e-commerce landing page is a focal point for your marketing efforts. Before investing more money in pay-per-click ads, make sure you’re doing everything you can to optimize conversation rates.

We’ve created a fictional e-commerce landing page to give you tips on best practices.

1. Remove the Navigation Menu

Navigation menus on websites are helpful, but they can distract potential customers on landing pages.

One website removed the navigation menu and conversions increased by 100%.^[1]

1. Headings and Button Copy Should Work Together

Persuade your audience personally by using direct or implied “you” language. Button copy should work seamlessly with headings and other copy.

2. Use “Click Trigger” Text

Click triggers give people that extra psychological “push” by providing benefits (RX lenses included in price) or easing fears (30 days to try out the glasses).

By adding click triggers, one website’s form sign ups shot up 34%.^[2]

3. Provide Color Contrast

High-contrasting colors get noticed. Put it in the right place, and you have a recipe for enhancing conversations.

One website changed its button color to red from green and boosted conversions by 34%.^[3]

4. Keep Most Important Benefits Above the Fold

You can’t count on potential customers scrolling down on the page to keep reading.

One website did this and increased conversion rates from 9% to 23%.^[4]

5. Integrate Social Proof

Potential consumers need to trust a company/product before purchasing. Experts, celebrities, users, publications, and certification are examples of social proof you can use.

6. Give Context to Benefits

Don’t just list benefits. Help people understand why it makes their life easier, better, or safer.

7. Use Real Pictures in Testimonials

Help your audience connect to happy reviewers or customers by showing them.

8. Maintain Your Value Propositions

Don’t ease up on the most compelling benefits. Reinforce them all the way to the end, along with anything else that will encourage your audience to buy.

Conclusion

Creating a landing page is both art and science. How will you increase conversion and boost sales?

Gain the knowledge and skills you need to reach customers at Concordia, St. Paul. Our flexible degree options are designed to prepare you for roles across the business world. In a fully online format, you’ll develop a strong foundation for your future.

Choose from the following degrees:

You’ll enjoy small class sizes and learning from knowledgeable faculty who have industry experience. Advance your career with an online business degree from CSP!

Sources

vow.com
copyblogger.com
dmix.ca
databox.com

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Being proactive is the best way to prevent conflict from undermining performance and relationships. Here are some of the most common signs of conflict in the workplace.

1. Decrease in Productivity

2. Quality Issues

3. High Turnover

The average turnover rate is 16%. ^[1]

4. Excessive Absenteeism

Only 2.8% of the workforce is absent on regular workdays. ^[2]

5. Dysfunctional Meetings

No clear agenda, lack of thoughtful dialogue, people aren’t paying attention.

6. Anxiety and Stress

In a survey on work-related stress, two of the top four causes were associated with conflict. ^[3]

Deadlines (55%)
Interpersonal relationships (53%)
Staff management (50%)
Dealing with issues/problems that arise (49%)

7. Complaints

8. Changes in Interactions with Others

Odd comments, avoidance behaviors, short responses to questions.

Conclusion

How can you resolve conflict and become a better communicator? The right education can help. Earn an online MBA that emphasizes strategic leadership, business ethics, and other areas that directly impact how you lead others. You’ll also receive instruction in areas like economics, finance and accounting, marketing, and more.

Earn one of the most sought-after degrees in a fully online format from Concordia University, St. Paul. There’s no GMAT or GRE score required, and you can transfer up to 50% of your graduate credits to CSP. Pursue your career goals and learn from professors who have real-world experience.

Sources

Society for Human Resource Management
Bureau of Labor Statistics
Anxiety and Depression Association of America

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Children and teens spend almost $200 billion annually, and companies spend more than $17 billion each year marketing to them.

While advertising has a long history of its own, commercial marketing to children has developed more recently, with the widespread adoption of television and then cable TV. Television allowed marketers to reach children directly in a way that was impossible in the past. This only became easier with the advent of the internet and its exponential growth in popularity. Children’s media use has grown at a rapid pace. A majority of U.S. children have television access in their bedrooms, and many children also have unsupervised computer time, the American Psychological Association (APA) reports. Much of the marketing content they view is in a context where parents are not present. These two central trends — growth in overall advertising and children’s increased media access — have led to a noticeable rise in marketing directly to children.

Why Kids Matter to Marketers

The APA estimates that children view more than 40,000 commercials each year. This is a staggering increase even since the 1990s. And young people are the target of advertising due to the amount of money they spend, either directly or indirectly through their parents. They have a tremendous impact on the buying habits of their parents, spending either their own or their parents’ money on candy, food, drinks, electronics, toys, games, movies, sports, and clothes.

“Children 12 and under spend more than $11 billion of their own money and influence family spending decisions worth another $165 billion on food, household items like furniture, electrical appliances and computers, vacations, the family car, and other spending,” expert Sharon Beder points out in ‘A Community View’, Caring for Children in the Media Age. Due to smaller family sizes, dual incomes, and having children later in life, parents are now able to buy more for their kids. They have more disposable income as well. All of this means that marketers and corporations can’t ignore the significant buying power that kids bring to the table.

In addition to spending their own money and influencing their parents’ buying habits, children represent a third type of marketing potential: that of the future consumer. Savvy marketers know that brand loyalty and consumer habits form when children are young, and that they have real staying power. Because it’s easier to shape future buyers than it is to convert customers who buy from competitors, marketers are wise to foster a relationship with consumers from a young age. Children make most of their own buying decisions by age 8 — a telling statistic from Beder’s research. Children can often recognize brand names by age 3 or 4, even before they can read. According to Media Smarts, kids influence the following, among other parent purchases:

Breakfast choices (97 percent of the time) and lunch choices (95 percent);
Where to go for casual family meals (98 percent);
Clothing purchases (95 percent);
Computer purchases (60 percent); and
Family entertainment choices (98 percent) and family trips (94 percent).

Marketing to Children

Children’s advertising spans all media outlets, from traditional channels like television stations to emerging media like smartphone games. Some estimates state that children will now spend more time watching television than they will spend in class for their entire schooling. Characters are introduced in movies, transitioned to television series, and then merchandised. And marketers don’t just feature cartoon characters to gain endorsements for products: they also feature them in commercials, blurring the lines between content and promotion. Marketers reach children by utilizing sales promotions such as direct coupons, free samples, gifts, contests, and appearances by licensed characters in schools and shopping centers.

When it comes to the internet, marketers personalize and individualize based on past internet activity. Ads can be integrated with the other content on websites designed to hold children’s interest. Marketers can apply child psychology and market research to better understand the wants and motivations of young buyers. Using research about children’s behavior, desires, and physical development, marketers can craft sophisticated messaging to reach kid consumers. Commercialization in schools is common as well, with budget cuts creating an incentive to work with corporations. Some ways that marketers include schools in their strategy, according to Beder, include:

Sponsored education materials;
Supplying schools with technology in exchange for brand visibility;
Exclusive deals to offer fast food or soft drinks in school districts;
Contests and incentive programs, like the Pizza Hut reading program Book It! or Campbell’s Labels for Education project; and
Sponsoring school events and field trips.

Advertisers face challenges when marketing to children, however. One is competition. Campaigns must stand out in cluttered channels, so “buzz marketing” is a solution that uses trendsetters to give products status and create buzz. This tactic is particularly suited to the internet, as young people use social media to learn about the latest music, styles, and other trends. In general, the internet is a choice medium for marketers because of its connection to youth culture.

Marketing Food to Children

One area of marketing that is particularly controversial is marketing food to children. Many experts see a relationship between the childhood obesity epidemic and marketing unhealthy food to kids. According to the APA, obesity rates among American children and youth have tripled over the last 25 years. Obesity rates are even rising in preschool-age children. The Centers for Disease Control and Prevention reports that 18 percent of children ages 6 to 11 are obese, and 21 percent of teens ages 12 to 19 are obese. Consider this data along with the APA’s statistic that children ages 8 to 18 consume multiple types of media and spend more time than ever (44.5 hours per week) in front of computer, television, and game screens, and it’s easy to see the correlation.

“Research has found strong associations between increases in advertising for non-nutritious foods and rates of childhood obesity,” the APA says. “Food industry advertising that targets children and youth has been linked to the increase of childhood obesity.” The APA also reports that children’s exposure to television ads for unhealthy food influences product preferences, requests, and diet. Almost three out of four foods advertised to children falls into the category of “unhealthy.” Food advertisements on television are almost completely made up of unhealthy food products: 34 percent are for candy and snacks, 28 percent are for sugary cereals, and 10 percent are for fast food. None are for fruits and vegetables, the APA says.

Issues and Regulations

As children become more exposed to advertisements, a large body of research is growing about the impact of advertising on children, in particular the impact on cognitive development and the potential effects of exposure to advertisements. For example, there are questions concerning the ability of children to understand the intent behind advertisements rather than be manipulated by them. Some experts say that children don’t understand persuasive intent until they are older. Cognitive structures are still being formed in the brain, making children more susceptible to external influences. One study from Educational Leadership found that children don’t realize that athletes in television commercials are paid to promote products. They also believe that children in advertisements are real rather than paid actors, and they confuse advertisements with news items. Older children are at risk as well, because they are forming their adult identities and are susceptible to societal pressures to meet certain standards. Advertisements may encourage teens to seek happiness and self-esteem through commercial consumption.

To mitigate these risks, regulations are currently in place for marketers, from the Federal Communications Commission (FCC) and Federal Trade Commission (FTC) in particular. Congress passed the Children’s Television Act in 1990 to “increase the quantity of educational and informational broadcast television programming for children.” Because market forces alone had not produced an adequate amount of this type of programming, Congress passed this law to increase its availability. The act was created to bolster “programming that furthers the positive development of children 16 years of age and under in any respect, including the child’s intellectual/cognitive or social/emotional needs.”

In addition, the Children’s Online Privacy Protection Act of 1998 “gives parents control over what information websites can collect from their kids.” It put protections in place specifically for websites designed for kids or those that collect information from visitors under age 13. Such sites must include a specific privacy policy, seek verifiable consent from parents and guardians, and, in some cases, restrict marketing to those under age 13.

Regulations like these ensure that marketers can promote their products in a safe, effective way without putting kids at risk. While marketing to children requires special considerations, there is an ethical and responsible way to create engaging and effective marketing for all demographics.

Bachelor’s Degree in Marketing from CSP Global

One of the best ways to learn about the regulations governing marketing to children is in the classroom. CSP Global offers a comprehensive online B.S. in Marketing that prepares students to respond to real-world marketing problems with effective, ethical solutions. With an online format that can accommodate any schedule, you’ll have the opportunity to progress in the degree while you maintain your work and life commitments. Learn more today.

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A witty catchphrase can set the tone of a presidential candidate’s campaign giving supporters something to chant as they rally behind their candidate and voters something to remember as they head to the polls. Win or lose, here are some of history’s most memorable presidential slogans that still resonate today.

Tippecanoe and Tyler Too!

The election of 1840 between William Henry Harrison and Martin Van Buren was the first national campaign to use advertising, such as banners, merchandise, slogans and songs to bolster a candidate’s image and reach voters. And, the effects of the more catchy campaign resulted in increased voter turnout and a political upset. Long considered the underdog, Harrison’s catchy slogan, “Tippecanoe and Tyler, Too!” resonated with voters. The slogan referred to Harrison’s status as a war hero during the 1811 Tecumseh’s War. Not only did Harrison lead the 1811 Battle of Tippecanoe, he led his running mate, John Tyler. Harrison won the election in a landslide, and his campaign went down in history as the first to use a catchy campaign slogan.

Not Just Peanuts

Jimmy Carter’s past as a peanut farmer seemed to define him early on during his bid for the White House in 1976. Carter, who faced lot of jokes and questions about his modest background, chose to face the issue head on with his “Not Just Peanuts” presidential campaign slogan, which he hoped would divert the voters’ attention from peanuts to his record as governor of Georgia.

Are You Better Off Than You Were Four Years Ago?

The late 1970s were not good years for most Americans. The nation was experiencing low economic growth, high inflation and interest rates, spiking gas prices and sour international relations with the Soviet Union, which left voters questioning the direction of the current administration. Ronald Reagan, the Republican challenger in the 1980 election against incumbent Jimmy Carter, simply asked voters “Are You Better Off Than You Were Four Years Ago?” in his iconic campaign slogan. Most American’s answered “no” and Reagan defeated Carter in a landslide.

Keep Cool with Coolidge

Calvin Coolidge’s successful bid for a second White House term in 1924 was supported by his campaign slogan that reinforced what voters liked about him during his first term: His calm, steady demeanor. “Keep Cool With Coolidge” clicked with voters and helped usher him to a second presidential term.

Don’t Swap Horses in the Middle of the Stream

Abraham Lincoln was president during the most divisive time in American history: The Civil War. With the war raging on, many initially felt Lincoln had little chance of winning the 1864 presidential race. However, as the campaign continued, Union victories soon started to mount and bolstered the Lincoln’s chances. With the end of the war looming, Lincoln’s re-election campaign wanted to encourage voters to stay-the-course with the campaign slogan “Don’t Swap Horses in the Middle of The Stream.” The slogan resonated with voters and Lincoln was re-elected to office. The Union eventually won the Civil War in Lincoln’s second term; later he oversaw the ratification of the Thirteenth Amendment, which made slavery illegal nationwide.

A Chicken in Every Pot and a Car in Every Garage

The economy was booming in the late 1920s, spurring candidate Herbert Hoover to create the slogan “A Chicken in Every Pot and a Car in Every Garage” to define his 1928 presidential campaign. With a promise to keep the good times rolling, voters rallied behind the Republican candidate and ushered him into the White House. However, the 1929 stock market crash sunk the economy and left Hoover’s campaign promise as empty as America’s pots and garages.

Ma, Ma, Where’s My Pa?

Think politics is a dirty game now? Consider the 1884 presidential election between Grover Cleveland and James G. Blaine. The election is most remembered in history for its notorious mudslinging and rampant accusations that were highlighted in the campaigns’ slogans. Cleveland’s campaign was marred by a paternity scandal, which incited the slogan “Ma, Ma, Where’s My Pa?” Coupled with his lack of campaigning, Cleveland seemed doomed, according to the polls. This was until Blaine got caught up in his own scandal just a week before the election. The democrats held office again after a 28-year wait, as Cleveland got elected. The Democrats’ answer to the popular election cycle chant became, “Ma, Ma, Where’s my Pa? Gone to the White House, Ha, Ha, Ha!” It should be noted that Cleveland used his own clever slogan during his campaign to refer to his opponent’s alleged unethical business dealings within the railroad industry, “Blaine, Blaine, James G. Blaine, The Continental Liar From the State of Maine.”

I Like Ike

Dwight Eisenhower ran arguably the most iconic campaign slogan in political history during his 1952 White House bid, “I like Ike.” It was short, simple and easy for voters to remember when they headed to the polls. The republican World War II hero won the election in a landslide against his democratic challenger Adlai Stevenson.

Campaign slogans make elections memorable and give supporters a rally cry. Finding the right message is essential to crafting a witty campaign catchphrase.

Learn more about effective campaigning with Concordia University, St. Paul’s online marketing degree. Employers seek students who have relevant skills to contribute to both the workplace and community, and Concordia’s online degrees offer a robust education to expand your knowledge base and skill set.

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For many Americans, Black Friday is a staple of their Thanksgiving tradition. Retailers count on these shoppers enough to open on Thanksgiving Day, a move that provides more chances for shoppers to find bargains. Even so, Black Friday remains one of the biggest shopping days of the year, as consumers brave crowds and long lines to take advantage of deals — which can lead to considerable profits for businesses.

The most successful stores have established strategies for marketing deep discounts to consumers. When these strategies are effective, stores can stay top-of-mind with consumers on Black Friday and rise to the top of their shopping list.

Why You Should Offer Black Friday Deals

Local and small retailers may have reservations about offering Black Friday deals. Business owners may wait to provide deals on Small Business Saturday, leaving Thanksgiving weekend for big-box retailers with mass inventory and room to slash prices. But Black Friday gives local stores opportunities to:

Clean up their inventory: As Black Friday approaches, small businesses can move overstocked or seasonal items to point-of-sale displays — and reduce prices to ensure they sell. This process helps retailers clear slow-moving items to make room for in-demand products that consumers will seek on Black Friday.
Score first-time customers: People who hunt for deals may go out of their way to shop at stores that they’d otherwise pass up. Black Friday offers chances for stores to attract these first-time customers and create a shopping experience that gives them reasons to become repeat customers.
Get a revenue boost: Stores shouldn’t assume they must price inventory at a loss to attract customers. Most stores — big and small — move a considerable number of products on Black Friday and the surrounding shopping days, providing a window for generating revenue.

Understanding How Black Friday Shoppers Think

Black Friday presents a unique shopping experience. Many consumers plan for crowds, scout for deals, and revel in scoring hard-to-find products. Retailers who understand how these shoppers think can create unique shopping experiences that boost their chances of driving revenue. Here are thoughts that consumer experts have shared about the thought processes that can occur on Black Friday.

Crowds create enjoyable shopping experiences: Typically, shoppers try to avoid crowds. But a study led by Sang-Eun Byun of the University of South Carolina found that competition for products can spark excitement and positive feelings. This finding may explain what draws many shoppers to stores on Black Friday.
Preparation adds to the excitement: Savvy shoppers map out game plans to make the most of their time and money before hitting the stores. But plans that go awry can lead to what Sharron Lennon, a professor at Indiana University Bloomington, calls “consumer misbehavior.” This occurs when shoppers engage in mischief after missing out on bargains.
Black Friday shopping is habit-forming: Black Friday shopping is now a tradition for many Americans. Winthrop University professors Jane Boyd Thomas and Cara Peters say that dedicated shoppers plan their Black Friday expeditions as thoroughly as they plan holiday meals and other traditions. But the rise of Cyber Monday may be changing those habits.

Online Marketing Raises the Stakes for Holiday Shoppers

Cyber Monday has produced deals on top of what stores offer on Black Friday. Stores of all sizes offer bargains on Cyber Monday, not just big-box stores and Amazon. This extended shopping window provides small businesses with opportunities to sell more products online and grow revenues during the holiday season.

Manage your online presence: During the lead up to Cyber Monday, businesses should ready their websites to attract more traffic. To begin, they should develop engaging content and create product pages that entice people to visit online stores. It’s also important for businesses to test their website functionality to ensure they provide seamless digital shopping experiences.
Go mobile: A Pew Research Center study found that 81% of Americans own a smartphone — and many of them likely use their devices to shop online. Therefore, businesses should ensure their websites are responsive and navigable on all devices. For the best results, retailers can develop mobile apps for easy checkout.
Dip into e-commerce sales: Small businesses can add products to Amazon and eBay to reach an international audience. This third-party approach is especially beneficial for small retailers that don’t have the capacity to build complex commerce systems.

Of course, most retailers compete for customers on Black Friday and Cyber Monday. As a result, businesses must develop effective marketing strategies to avoid losing shoppers to the competition.

To learn how to thrive in business, consider the online bachelor’s degree in marketing from Concordia University, St. Paul. Through a comprehensive curriculum, you will explore core marketing strategies and tools to help your business stand out during busy holiday seasons and beyond. Designed for busy adults, this online program gives you the flexibility to complete your studies where and when it works best for you.