Final answer:
Primary stress interventions in Canada may face resistance from management or unions, reflecting larger issues of cultural acceptance of unions similar to those affecting union membership rates in the United States, where such rates are lower due to socioeconomic shifts, anti-union sentiment, and cultural values around individual work ethic.
Step-by-step explanation:
The question about why primary stress interventions have not been widely implemented in Canada may involve factors such as supervisor resistance, senior manager resistance, or resistance from unions or employees. However, it seems the question targets organizational behavior and the management's role within it, particularly within the context of organizational psychology and its development relative to industrial psychology. In the broader scope, understanding union dynamics and the cultural acceptance of unions are critical. For instance, in the United States, union membership rates have declined due to a variety of factors, including socioeconomic shifts like the move from manufacturing to services and widespread anti-union sentiment as well as cultural differences compared to other countries where unions have a stronger foothold. Additionally, union membership rates are generally lower in the U.S. as cultural values often emphasize individual work ethic over collective bargaining.