Which term describes efforts made by management to prevent union formation?

The term that describes efforts made by management to prevent union formation is indeed avoidance strategy. This strategy encompasses various tactics and approaches that an organization may employ to discourage employees from organizing or forming unions. These efforts can range from providing competitive wages and benefits to enhancing workplace conditions, effectively creating an environment where employees feel their needs and concerns are adequately addressed by management, thus reducing the perceived need for union representation.

This approach is rooted in the desire to maintain a non-unionized workforce, as unions often advocate for collective bargaining rights, which can change the dynamics of employer-employee relationships. By focusing on an avoidance strategy, management aims to address potential grievances before they escalate to the point of employees feeling the need to unionize.

The other terms relate to different aspects of labor relations and management practices but do not specifically denote actions aimed at preventing union formation. Collective bargaining refers to the process of negotiation between management and union representatives, while resource allocation deals with distributing organizational resources effectively. Employee engagement involves strategies to increase worker involvement and commitment but does not specifically focus on union avoidance, making avoidance strategy the correct term in this context.