Workgroup Diversity and Group Cohesiveness in Nigeria Police

This study seeks to explore the behaviour of workgroups in terms of their diversity and group cohesiveness in Nigeria Police. The study was conducted in Rivers State; where three hundred and eighteen (318) copies of the research instrument were distributed to the respondents of forty-five (45) workgroups. Nevertheless, only two hundred and seventy-nine (279) copies amounting to forty (40) workgroups returned and was analyzed using the Kendall's_tau statistical technique with the aid of SPSS. It was recommended that: Leadership of the group should ensure that deep level diversity or differences amongst members of a group is communicated to all and sundry to bring about mutual respect thereby aiding the attainment of the goals of the group. Leadership of the group should ensure that deep level diversity or differences is well communicated as it would enhance the co-operation of group members thereby enabling group members to keep to the standard norms the govern group activities. Leadership of the group should ensure that surface level diversity is seen as a resource because the peculiar personal experiences of the individual group members are communicated to shape the activities and behavioural conduct of the group. Leadership of the group should ensure that surface level diversity brings about co-operation in the group in that the gains of the differences should be made known even from the point of indoctrination. Since managing diversity is not merely giving lip service to maximizing the differences of groups; leadership of the group should encourage harmonious relationship(s) amongst all group members for cohesive co-ordination in attaining its predetermined objectives.