To control for workplace violence a form of feedback control could be:

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When evaluating which option represents a form of feedback control for preventing workplace violence, we should consider how feedback control operates: it involves monitoring outcomes, analyzing incidents, and applying corrective actions to reduce future occurrences.
Option a: 'Investigate incidents and take appropriate action' directly fits this concept. It involves collecting information after an event, analyzing root causes, and implementing changes or disciplinary measures to prevent recurrence, which is the essence of feedback control.
Option b: 'Use quick and decisive intervention' describes proactive or immediate response during a potential crisis, which is more characteristic of concurrent or feedforward actions (situational management) rather than a structured feedback loop that learns from past incidents to prevent future ones.
Option c: 'Allow employees or workgroups to grieve during major organizational change' concerns organizational process and employee relations rather than a mechanism to monitor and correct security outcomes; it does not function as feedback control for violence prevention.
Option d: 'Train employees in how to avoid danger if a situation arises' involves preventive training, which is a preventive control or education measure, not a feedback control that analyzes incidents and adjusts systems based on past data.
In summary, option a aligns with the feedback-control model by closing the loop: you observe incidents, analyze them, and act to reduce future risk. The other options describe proactive, preventive, or crisis-management approaches that do not embody the iterative feedback mechanism as clearly.

To control for workplace violence a form of feedback control could be:

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