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Explanation Of Scenarios
 
Scenario 1
 
As the General Manager in the VTI Group, I can refer Bill certain policies and some procedures. The policies and the procedures include that there should be a promotion of good relations among people from diverse backgrounds and also an elimination of unlawful discrimination. There should be the principle that all the employees, as well as the management, have the right to enjoy a safe environment that is free from diversities and discrimination (Abd Razak, Rahman & Borhan, 2016).
The Regulations of Employment Equality of 2003 protects all workers from discrimination based on religion and beliefs. This law states that the process of recruitment, as well as selection and all employment policies, should be kept away from discrimination. These discriminations deal with the religious diversities like dress codes and disciplinary procedures.
It is been recommended that according to the right for religious freedom workers are not to be forced in order to act against convictions regarding religions. It is been considered that workers have right to provide expressions externally according to faith. The company does not seem to control religious activities for expression. It is also been recommended that people during giving expressions regarding their beliefs should act as sensitive in order to spread religious beliefs of theirs by avoiding any kind of actions. It reduces the circumstance that can give rise to coercion, unworthy persuasion and dishonesty, which severely affects team cohesiveness. This sort of behaviour has to be regarded as an infringement of rights (Araujo, 2017).   
Scenario 2 
There are various kinds of potential problems on the behalf of the team. It includes the recognition of the value regarding the differences, the promotion of the inclusiveness as well as the combating with the discrimination. There are certain employees whose behavior is accordingly with the other employees of different religious cultures as well as backgrounds. But, there are some employees who involve themselves in misbehaving and even teasing the employees who come from different religious backgrounds. These types of employees do not involve the members of some other religion in any religious celebrations. These narrow-minded employees feel happy to disappoint other employees. The major problem with these employees is that they want others to consider them as the best and that they rule within the management. These employees do not get that they are just simply wasting all opportunities in order to develop cohesiveness in the team. These employees rather believe in dividing the team instead of making nationality issues
 

 
Scenario 3
 
In order to follow the leads, one is needed to communicate professionally. The networking of business leaders makes people help, but doesn't like anyone to badger them on the context of business. The networking of career opportunities helps in getting more business opportunities by making others know of being in search of a job for achieving expertise as well as experience. The networking of personal opportunities helps by building personal conversations within the network to know others intimately and also builds relationships. The networking of identigoals. This style also helps people in the transition of career. This depicts that the employers can recruit people who are recommended by other relatives. In order to develop networking skills, one has to perform two things: first is to be selective regarding what that is within the network and second is to know the actual value that can be brought among each otherfication of best practices influences to learn from others what they do as this can be the valuable strategy in business.
The networking style that is to be mainly preferred should be based on being true connector than only contact collector. The networking style of a true connector can be the help for being authentic, solid relationships and credible towards people who can be the support for personal as well as professional  (Newburry et al. 2016). 
Scenario 4 
 
The development of a contact network both internal, as well as external, can be advantageous in several ways. The strategies in order to develop as well as maintain the internal relationships mainly matters if one strategise to start one's own company at a certain point in future. The internal contact network in the company can provide enough sources if one tries to attempt to find a new job in some other company. If someone starts his own business, then all the contacts of the workplace where one used to work earlier gather in order to give their recommendations. Their recommendations would be regarding the person's business. The business deals with the potential clients and also with the purpose to sell products as well as services to the previous employers. 
The strategies in order to develop as well as maintain the external relationships also help in the proper development of the contact network. The external contacts have the ability to give opportunities in order to give advances in the career field and also to reach the goals of the career. In order to develop a contact network in the external form within the company, other people can provide the access to all the opportunities of the business. The external contacts that have been created in the company can be readily be advised if a person decides to give a start to his business. The advice of the professionals who are experienced can become so much value during the development of the concept, plan as well as an operating process of any business. The external contacts can also give certain basic and relevant information regarding the opportunities as well as threats. These can give support for the formulation of the plans that would deal with the entire processing system (Parke et al. 2016). 
 
Conclusion
 
It is been concluded that this task deals with the concept of management relationship regarding policies, principles, procedures, contact, and networking. It includes the team cohesiveness regarding the issues that are related to the religious discrimination of the diversities. It also counts in the contacts among the workers working within the business and is associated with the management. The contact matters with the internal as well as the external relations with others that basically deal with the networking.
Conclusion:
It is been concluded that this task deals with the concept of management relationship regarding policies, principles, procedures, contact, and networking. It includes the team cohesiveness regarding the issues that are related to the religious discrimination of the diversities. It also counts in the contacts among the workers working within the business and is associated with the management. The contact matters with the internal as well as the external relations with others that basically deal with the networking. 
 
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