What is Group Cohesiveness in Organizational Behavior?

Group cohesiveness refers to the extent to which members of a group are attracted to and stay united to achieve common goals.

When a group possesses high cohesiveness, its members are more likely to work together effectively, communicate openly, and have a sense of belonging, which, in turn, leads to higher overall performance and productivity.

Overview of Group Cohesiveness

Group cohesiveness can be defined as the degree to which members of a group are connected and committed to each other and the group’s objectives. It reflects the strength of the bonds and the level of unity within the group. Cohesive groups are characterized by strong interpersonal relationships, a shared identity, and a mutual commitment to the group’s success.

Cohesion can be measured through various indicators, such as the frequency and quality of communication among group members, the level of trust and support within the group, and the degree of satisfaction and commitment of individual members. It is important to note that cohesiveness can vary across different groups and contexts, and it can also change over time.

The concept of group cohesiveness was first introduced by social psychologist Kurt Lewin in the 1940s. Lewin believed that cohesiveness is a critical determinant of group performance and effectiveness. Since then, numerous studies have been conducted to explore the nature and consequences of group cohesiveness in organizational settings.

Importance of Group Cohesiveness

In the realm of organizational behavior, understanding group cohesiveness is essential for managers and leaders. By developing strategies to enhance cohesiveness, they can promote cooperation, trust, and collaboration among team members. This can result in better decision-making, problem-solving, and innovation within the organization.

Highly cohesive groups tend to have higher levels of motivation and commitment. When individuals feel connected to their team, they are more likely to be engaged and motivated to contribute to the organization’s success. This, in turn, reduces turnover rates and improves employee retention.

Group cohesiveness has a positive impact on communication and information sharing within the organization. When members feel comfortable and connected, they are more likely to express their ideas, opinions, and concerns openly. This leads to better communication flows, increased knowledge sharing, and improved decision-making processes.

Cohesive groups are more likely to experience higher levels of satisfaction and well-being. When individuals feel connected and supported by their team, they experience a sense of belonging and fulfillment. This leads to increased job satisfaction, lower stress levels, and improved overall well-being.

Cohesive groups tend to be more productive and effective. When members trust and collaborate with each other, they are more likely to work together towards common goals. This leads to better coordination, improved communication, and enhanced problem-solving capabilities. As a result, cohesive groups are better equipped to overcome challenges and achieve desired outcomes.

Group cohesiveness promotes innovation and creativity. When individuals feel comfortable and supported within the group, they are more likely to express their ideas and engage in constructive discussions.

This fosters a culture of innovation and allows for the exploration of diverse perspectives and approaches, as cohesive groups are more open to new ideas and are better able to adapt to changing environments.

Factors that Influence Group Cohesiveness

Group cohesiveness is influenced by various factors, both internal and external to the group.

Internal factors include:

  • shared goals and objectives,
  • interpersonal attraction, and
  • group norms.

When members share common values and objectives, they are more likely to feel connected and committed to the group.

Interpersonal attraction refers to the liking and positive feelings that members have towards each other. When individuals perceive others in the group as likable and trustworthy, they are more likely to form strong bonds and develop a sense of cohesion.

Adherence to group norms, which are the shared expectations and standards of behavior, can also enhance cohesiveness.

External factors that influence group cohesiveness include:

A supportive and inclusive organizational culture can foster a sense of belonging and cohesion among group members. The nature of the task, such as its complexity and interdependence, can also impact cohesiveness. Tasks that require high levels of coordination and collaboration tend to promote stronger cohesion.

Strategies to Improve Group Cohesiveness

Enhancing group cohesiveness requires deliberate effort and effective strategies. Here are some practical steps that managers and leaders can take to foster a cohesive and high-performing team:

Foster a positive and inclusive team culture: Create an environment that values diversity, encourages open communication, and promotes mutual respect and support. Celebrate achievements and recognize individual contributions to enhance a sense of belonging.

Establish shared goals and objectives: Clearly define the purpose and objectives of the group. Ensure that all members understand and are committed to these goals. This creates a sense of shared identity and direction.

Encourage collaboration and teamwork: Provide opportunities for members to work together and collaborate on tasks. Assign projects that require cooperation and interdependence. Encourage active participation and involvement from all team members.

Promote effective communication: Create channels for open and transparent communication within the group. Encourage active listening, constructive feedback, and information sharing. Foster an environment where everyone’s voice is heard and valued.

Build trust and interpersonal relationships: Encourage team-building activities and social interactions. Provide opportunities for members to get to know each other on a personal level. Foster trust by encouraging honesty, reliability, and integrity within the group.

Provide support and resources: Ensure that members have the necessary resources, tools, and support to perform their tasks effectively. Address any conflicts or issues that may arise promptly and fairly. Provide coaching and mentoring to help members develop their skills and capabilities.

Leaders should be attentive to the needs and concerns of individual team members. They should provide opportunities for growth and development, recognize and reward individual and team achievements, and address conflicts or issues promptly and fairly.

Challenges in Maintaining Group Cohesiveness

While group cohesiveness is beneficial, it is not without its challenges. Some common challenges that organizations may face in maintaining group cohesiveness include:

Conflict and disagreements: Differences in opinions, values, and interests can lead to conflicts within the group. It is important to address conflicts promptly and effectively to prevent them from causing division and undermining cohesiveness.

Groupthink: Cohesive groups may sometimes prioritize consensus over critical thinking. This can lead to a lack of diverse perspectives and a reluctance to challenge existing ideas. Encourage open and constructive debate to avoid the pitfalls of groupthink.

Turnover and changes in group composition: Changes in group membership, such as the addition or departure of members, can disrupt cohesiveness. It is important to manage these transitions effectively and ensure that new members are integrated into the group smoothly.

External pressures and competition: High levels of competition or external threats can undermine cohesiveness by creating a sense of rivalry and self-interest. Organizations should foster a culture that promotes collaboration and teamwork, even in the face of external pressures.

Summary of Benefits and Risks of Group Cohesiveness


Improved Communication: Stronger relationships facilitate better understanding and smoother communication among team members.

Enhanced Morale: Cohesive groups often have higher morale, which can boost motivation and job satisfaction.

Increased Productivity: A united team typically works more efficiently, leading to increased productivity and better outcomes.

Better Collaboration: Cohesiveness fosters a supportive environment where members are more willing to collaborate and assist each other.

Stronger Support Network: Members of cohesive groups often feel more supported, both professionally and personally, which can enhance work performance.

Conflict Resolution: Cohesive groups are generally more effective at resolving conflicts internally, maintaining harmony within the team.

Employee Retention: A positive and cohesive work environment can reduce turnover, as employees are more likely to be satisfied with their jobs.


Groupthink: High cohesiveness can lead to groupthink, where the desire for harmony or conformity results in irrational or dysfunctional decision-making.

Resistance to Change: Cohesive groups may resist new ideas or changes, preferring to maintain the status quo.

Isolation from Others: Highly cohesive groups can become isolated from the rest of the organization, leading to a lack of diverse perspectives.

Overemphasis on Agreement: There might be an overemphasis on agreement and unanimity, which can stifle creativity and innovation.

Difficulty Integrating New Members: New members might find it challenging to integrate into highly cohesive groups, leading to potential disruption and conflict.

Bias in Decision Making: Cohesive groups may develop biases in their decision-making processes, favoring their own members over others.

Decreased Individual Accountability: In highly cohesive groups, individual accountability might diminish as the group shares successes and failures collectively.

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