Final answer:
Threatening, promising, or coercing employees to consider unionization is known as union busting, which is often used by employers to deter union forming. Collective bargaining is a legal negotiation process between unions and employers, and industrial action like strikes can pressure employers or protest practices. Mediation can resolve disputes through a neutral third party.
Step-by-step explanation:
The actions of threatening, promising, or coercing employees who are contemplating unionization are known as union busting. These tactics are often employed by businesses or employers to prevent the formation of unions or to disrupt their activities. On the other hand, collective bargaining is a legal process through which a union and an employer negotiate the terms and conditions of employment. Industrial action, such as strikes, can be used by workers to exert pressure on the employer during negotiations or to protest unfair labor practices. Mediation is a method used to resolve disputes between unions and employers through the involvement of a neutral third party.
The historical context of union activity in the United States shows that many employers and business owners viewed unionization efforts with mistrust, and in some cases, campaigns included anti-union sentiment to curtail the unions' influence. Labor laws were introduced during the Great Depression that legalized the labor movement, giving workers the right to unionize, engage in collective bargaining, and strike. However, some businesses created 'company unions' to undermine independent unions and deter industrial action.