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Many other books provide conceptual and descriptive treatments of groups and teams.Here we will take a prescriptive perspective, one that focuses on the "how to" of managing a group or a team.In their journal article Beyond Relational Demography: Time and the Effects of Surface- and Deep-Level Diversity on Work Group Cohesion, David A. They describe two different categories of diversity, namely surface level and deeper level.Surface level attributes are “immutable [and] almost immediately observable.” Such attributes include age, sex, and race/ethnicity.

But our experiences in groups suffer precisely because we are with them.Harrison, Price, and Bell’s study concluded that while homogeneous groups interacted and performed more effectively than heterogeneous groups in the beginning, with time and information, the diverse groups’ performance and processes improved more rapidly and “had grown more effective in identifying problems and generating solutions” .Overall cohesiveness was strengthened in such cases.The findings consistently suggest that “attitudinal similarity [is] associated with higher group cohesiveness.” Diversity also improves communication, reduces personal conflict, attracts friendships, and gives more satisfaction to group members.Overall, the school of thought that is most widely accepted, in regards to team cohesion, is that “surface-level differences are less important and deep-level differences are more important for groups that had interacted more often” .

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