Answer: Valuing diversity could be manged easier than managing diversity
Explanation:
Valuing diversity could be described as recognizing or observing the difference between people and acknowledge the fact that the differences are a valued asset. It is creating a work place that respects the differences about people but looks out more for what each individual is bringing to the team amidst all these, looking out for their potentials and how they can deliver, even in their differences.
An example of valuing diversity is having a group of different tribe of people or different religious people working in an environment. Communication does not really affect these process so long they are all focused on the task.
Managing diverities is defined as setting up a system or structure that tends to manage a group of people so that their potential advantage of diversity is maximized more than the disadvantages their diversity would bring.
An example of these is having the same temperamental kind of persons on the same team, assuming they all get angry easily, and working out a system that maximizes their effectiveness.
There could be a bridge in communication sometimes here than the valuing diversity.
