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  • 1.  "nagging" or "hectoring" and performance

    Posted 04-13-2011 09:45
    Does anybody know of any empirical or theoretical work on what I am going to call "nagging" people, or "hectoring" them, particularly about obligations they have or actions they otherwise would find slightly/somewhat unpleasant, and performance in a workplace (or even individual behavior) situation?  I am thinking of the supervisor/boss version of your mom telling you to eat your vegetables. I am not thinking about reminders of this sort that are tied to threats or sanctions, just the nagging itself.   I can imagine that, if this topic has been studied anywhere, the construct may not be called "nagging" -- this is just the everyday language phrase that comes to my mind.  I can also imagine that any effects of nagging are tied to a focusing or salience-inducing impact calling attention to the behavior in question.
     
    I would really be grateful for any help!  Thanks to all in advance.
     
    Steve Kelman
    Albert J. Weatherhead III and Richard W.
    Weatherhead Professor of Public Management
    Editor, International Public Management Journal
    Tel: 617-496-6302
    Personal Homepage:
    IPMJ Homepage:
    "The Lectern," my blog on FCW.com
     
     


  • 2.  "nagging" or "hectoring" and performance

    Posted 04-13-2011 12:36

    You might look at the definition of "close" supervision (Day and Hamblin, 1964; American Journal of Sociology)

     

    E. Kevin Kelloway, Ph.D

    Canada Research Chair In Occupational Health Psychology

    Director, CN Centre for Occupational Health and Safety

    Saint Mary's University

    Halifax, NS

    B3H 3C3

    CANADA

    (902) 491 8616

     

    http://ohpsychology.ca

     

    From: Organizational Behavior Division Listserv [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Kelman, Steven
    Sent: Wednesday, April 13, 2011 10:45 AM
    To: OB@AOMLISTS.PACE.EDU
    Subject: [OB-LIST] "nagging" or "hectoring" and performance

     

    Does anybody know of any empirical or theoretical work on what I am going to call "nagging" people, or "hectoring" them, particularly about obligations they have or actions they otherwise would find slightly/somewhat unpleasant, and performance in a workplace (or even individual behavior) situation?  I am thinking of the supervisor/boss version of your mom telling you to eat your vegetables. I am not thinking about reminders of this sort that are tied to threats or sanctions, just the nagging itself.   I can imagine that, if this topic has been studied anywhere, the construct may not be called "nagging" -- this is just the everyday language phrase that comes to my mind.  I can also imagine that any effects of nagging are tied to a focusing or salience-inducing impact calling attention to the behavior in question.

     

    I would really be grateful for any help!  Thanks to all in advance.

     

    Steve Kelman

    Albert J. Weatherhead III and Richard W.

    Weatherhead Professor of Public Management

    Editor, International Public Management Journal

    Tel: 617-496-6302

    Personal Homepage:

    IPMJ Homepage:

    "The Lectern," my blog on FCW.com

     

     



  • 3.  "nagging" or "hectoring" and performance

    Posted 04-13-2011 12:43
    Steve,
    I would try searching for literature on micromanagement and employee outcomes.

    On Wed, Apr 13, 2011 at 9:44 AM, Kelman, Steven <steve_kelman@harvard.edu> wrote:
    Does anybody know of any empirical or theoretical work on what I am going to call "nagging" people, or "hectoring" them, particularly about obligations they have or actions they otherwise would find slightly/somewhat unpleasant, and performance in a workplace (or even individual behavior) situation?  I am thinking of the supervisor/boss version of your mom telling you to eat your vegetables. I am not thinking about reminders of this sort that are tied to threats or sanctions, just the nagging itself.   I can imagine that, if this topic has been studied anywhere, the construct may not be called "nagging" -- this is just the everyday language phrase that comes to my mind.  I can also imagine that any effects of nagging are tied to a focusing or salience-inducing impact calling attention to the behavior in question.
     
    I would really be grateful for any help!  Thanks to all in advance.
     
    Steve Kelman
    Albert J. Weatherhead III and Richard W.
    Weatherhead Professor of Public Management
    Editor, International Public Management Journal
    Personal Homepage:
    IPMJ Homepage:
    "The Lectern," my blog on FCW.com
     
     



    --
    April J. Spivack
    Instructor, Entrepreneurship & Environmental Psychology
    Ph.D. Candidate, Organizational Science
    University of North Carolina at Charlotte
    april.spivack@uncc.edu



  • 4.  "nagging" or "hectoring" and performance

    Posted 04-18-2011 21:16
    Hi Steve,

    This might be helpful:
    In a paper forthcoming in Organization Science, professor Tsedal B. Neeley and coauthors delve into why many managers tend to send the same message, over and over, via multiple media to team members. At first blush, this strategy may sound like nagging or a waste of time. But as it turns out, asking multiple times gets results.
    Titled "How Managers Use Multiple Media: Discrepant Events, Power, and Timing in Redundant Communication," Neeley and Northwestern University's Paul M. Leonardi and Elizabeth M. Gerber found that managers who are deliberately redundant as communicators move their projects forward more quickly and smoothly than those who are not.

    Cheers,

    Lukas


    On Wed, Apr 13, 2011 at 9:44 AM, Kelman, Steven <steve_kelman@harvard.edu> wrote:
    Does anybody know of any empirical or theoretical work on what I am going to call "nagging" people, or "hectoring" them, particularly about obligations they have or actions they otherwise would find slightly/somewhat unpleasant, and performance in a workplace (or even individual behavior) situation?  I am thinking of the supervisor/boss version of your mom telling you to eat your vegetables. I am not thinking about reminders of this sort that are tied to threats or sanctions, just the nagging itself.   I can imagine that, if this topic has been studied anywhere, the construct may not be called "nagging" -- this is just the everyday language phrase that comes to my mind.  I can also imagine that any effects of nagging are tied to a focusing or salience-inducing impact calling attention to the behavior in question.
     
    I would really be grateful for any help!  Thanks to all in advance.
     
    Steve Kelman
    Albert J. Weatherhead III and Richard W.
    Weatherhead Professor of Public Management
    Editor, International Public Management Journal
    Personal Homepage:
    IPMJ Homepage:
    "The Lectern," my blog on FCW.com
     
     



    --
    Lukas Neville
    --
    Ph.D. Candidate, Organizational Behaviour
    Queen's School of Business
    --
    110 Dunning Hall, 94 University Ave.
    Queen's University
    Kingston, Ontario K7L 3N6
    --
    lukas.neville@queensu.ca
    Phone (Kingston) 613-331-0196
    Phone (Buffalo) 716-525-8527