This is one of those questions where you need to be particularly careful about what you say, and who or what you reference in your answer. I believe a question like this is best answered in a nonspecific, generic manner because the more you tell your interviewer the stronger the possibility you’ll be asked more specific questions you might not want to answer. Start by saying that you very rarely get angry, on or off the job, and that the last time you were angry on the job was a very long time ago. Mention that on the very rare occasion when it might happen, you know better than to show your anger in the workplace. You can also add that on those rare occasions when you do get angry, you get angry at yourself. Advise your interviewer that you know how to do what is necessary to not show or direct your anger at supervisors or coworkers because it builds a toxic work environment. But let’s be real: Almost everyone gets angry at least once in a while! It may not last long, it might only be momentary, possibly for something that is completely out of your control, and maybe even worthy of your frustration. We tend to get angry when our needs (perceived or real) are not being met. But it is what you do with your anger, how you channel it or mask it that matters in the work place. If you let your anger out at the wrong time or in front of the wrong people you could severely damage not just your relationships within your current place of employment, but you could also do harm to your career and your professional and personal reputation outside the company, making getting hired more difficult. If you’re asked how you deal with anger on the job, it is best to answer in a way that convinces your interviewer that you have a functional method for coping and defusing anger. Again, keep it simple to avoid triggering a deeper investigation.   Express that you acknowledge your anger and try to understand its source. Tell your interviewer that you want to avoid any kind of confrontation with a coworker or supervisor in front of others, and you give yourself time to “cool off” before further discussion. Mention that before taking any actions you thoroughly consider possible consequences and their impact on you and others. Convey your desire to understand the perspective of the “offending” party and your preference for empathy and understanding of what another might be going through, knowing that clear communication and a calm demeanor can help resolve the issue before it exacerbates. Anger in the workplace is not uncommon. How you handle it makes all the difference!