{"title":"马斯洛对工会回避的启示是什么？","authors":"","doi":"10.1002/mare.31198","DOIUrl":null,"url":null,"abstract":"<p>When it comes to issues of union avoidance, much attention is correctly placed on various tactics and strategies that can help educate employees that remaining union-free is the best option. An important threshold question for every workplace is the appropriate selection of such measures. What may work very well in one setting may fall on deaf ears in another. Management must remember that there is no one-size-fits-all approach to effective union prevention.</p>","PeriodicalId":100883,"journal":{"name":"Management Report for Nonunion Organizations","volume":"48 8","pages":"3-4"},"PeriodicalIF":0.0000,"publicationDate":"2025-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"What Can Maslow Teach Us About Union Avoidance?\",\"authors\":\"\",\"doi\":\"10.1002/mare.31198\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p>When it comes to issues of union avoidance, much attention is correctly placed on various tactics and strategies that can help educate employees that remaining union-free is the best option. An important threshold question for every workplace is the appropriate selection of such measures. What may work very well in one setting may fall on deaf ears in another. Management must remember that there is no one-size-fits-all approach to effective union prevention.</p>\",\"PeriodicalId\":100883,\"journal\":{\"name\":\"Management Report for Nonunion Organizations\",\"volume\":\"48 8\",\"pages\":\"3-4\"},\"PeriodicalIF\":0.0000,\"publicationDate\":\"2025-08-19\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Management Report for Nonunion Organizations\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://onlinelibrary.wiley.com/doi/10.1002/mare.31198\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Management Report for Nonunion Organizations","FirstCategoryId":"1085","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1002/mare.31198","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
When it comes to issues of union avoidance, much attention is correctly placed on various tactics and strategies that can help educate employees that remaining union-free is the best option. An important threshold question for every workplace is the appropriate selection of such measures. What may work very well in one setting may fall on deaf ears in another. Management must remember that there is no one-size-fits-all approach to effective union prevention.
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