What is tertiary prevention focused on in the context of workplace misconduct?

Tertiary prevention in the context of workplace misconduct is primarily aimed at minimizing the impact of an ongoing situation or addressing consequences that have already occurred. This involves reducing the severity of misconduct situations as they escalate. The focus is on directly intervening in cases of misconduct to limit its repercussions for all parties involved.

For example, institutions might implement measures such as mediation or conflict resolution strategies to address behavior once it has already manifested. This contrasts with primary prevention, which is about preventing misconduct from occurring in the first place, and secondary prevention, which focuses on early intervention during the initial stages of misconduct. Tertiary prevention acknowledges that some misconduct has already occurred and seeks to mitigate its effects, ensuring that the workplace environment can recover and that individuals are supported post-incident.

In contrast, the other options pertain to different aspects of misconduct management. Educating about professional ethics is foundational and leans toward primary prevention, while the obligation not to inflict harm intentionally relates to ethical standards and responsibilities in the workplace. Evaluations from multiple sources of feedback are typically part of assessment practices used to improve workplace culture but do not specifically fit into the tertiary prevention framework aimed at managing the fallout of misconduct incidents.