The four general areas that organizations can use to reduce or eliminate usage behaviors at work include staff selection, employee training, incentive programs and safety rules and regulations (Bernardin & Russell, 2013). Staffing involves selecting candidates and placing them in jobs within the organization. It can reduce or eliminate unsafe behaviors by having candidates screened through personality tests and the questions they are asked are about how they would link certain behaviors with consequences. Employee training can reduce or eliminate unsafe behavior by teaching employees how to do their jobs safely. Training must be specific to what the employee is expected to do (Bernardin & Russell, 2013). For example; If an employee has been lifting heavy boxes all day, they should be taught to bend their knees and always use both hands to prevent back injuries. Employee incentive programs can reduce or eliminate unsafe behavior by providing incentives for employees to avoid workplace accidents (Bernardin & Russell, 2013). This motivates them to practice safe behavior. Organizations can offer rewards to employees when goals are achieved. For example: For every 30 days of no accidents, employees receive an extra $20.00 in their paycheck and the organization provides lunch to all employees. Safety rules and regulations can reduce or eliminate unsafe behavior. Safety regulations are designed to reduce or eliminate the risk of workplace accidents. Safety rules can consist of eliminating risks, policies to protect their employees, and workers must follow these rules (Bernardin & Russell, 2013). It may include work behavior policies, guidelines, workplace safety regulations and instructions on occupational disease prevention programs I have... middle of paper, having a written plan with specific procedures. This must be communicated to all employees and employees will know the risks that exist to prevent injuries (Bernardin & Russell, 2013). The plan may involve management who may be responsible for the program and may train employees to follow up and report hazards to their immediate supervisor. Assess workplace conditions by conducting a survey of equipment, materials, machinery, and daily operations (Bernardin & Russell, 2013). Then evaluate current illnesses and injuries within the organization. Then develop an action plan and keep reviewing it to see if it works. Communicate with employees and it is important that they know how the accident and illness plan works. It may be helpful to designate someone to monitor the program's progress.