This is a bit from union busting 101 and it not only applies to companies starting unions but even more to existing unions! Since FO's are now invited to the Captains Lunch it really seems to fit. I suggest ALL FO's boycott the Vage's Lunch!

Creating an illusion of progress

After vilifying the union, the second imperative of a union avoidance campaign is to humanize the executives in the eyes of workers. The goal is to portray the company as benevolent, compassionate, and caring. According to former union buster Martin Jay Levitt, managers might learn at seminars ways to market themselves through manipulation of perceptions, such as appearing more open and caring by relaxing certain rules.[29]

Management must temporarily submit to the guidance of consultants concerning all communications with employees. Examples of management's newfound kindness are publicized to all employees. Through surveys and interviews, the union buster develops a definite insight into who in management is trusted and liked, and who is not. The former are brought forward and become the new face of the company during the union organizing campaign, while the others are coached on masking or overcoming their dislikeable characteristics. Absent such transformation, their visible role is diminished.

"Give the workers just enough rope so that they believe they are off the leash, just enough to fool them into scorning the union. The golden rule of management control, as I taught it, was: incorporate dissent, institutionalize it. They would find, I promised my disciples, that dissension won't be half as attractive to the masses once the rebels are sitting down with the bosses...the cunning manager should embrace his workplace rebels. Be grateful for them, I offered, for they are your most effective shield against the union. If you can convince the activists that they'll accomplish more, perhaps have more power, without a union, why, you've won the war.[29]

Managers or owners may be asked to visit worksites and exchange jokes, gossip, and laughter with workers. The theme of company-as-family prevails, with the union portrayed as an upstart outsider. Only after a union organizing drive is defeated, might company executives be allowed to return to their "tyrannical" ways.