@Helena,my old age allows me to show my experience about this topic. I worked very hardly waiting for justice in my job and recognition of my skills, Despite my scientific products, which everyone may see on RG site, I did not obtain any recognition by my institutional chiefs. So I decided to leave my job; immediately I was requested to act as Senior Scientist with great improvement of my scientific production and great personal satisfaction. In Italy we say that only an extreme remedy may reapair an extreme damage.

Dear @Helena, for those of us who know our jobs inside out, we expect recognition of our skills and knowledge that contribute to the good performance of our organization.  We expect justice in the manner in which our superiors judge our contribution.  If we are reasonably content, we will have an attachment to our organization.  Our expectations must be reasonable, and not excessive.  Thanks.

Dear Helena! The Roman emperor Diocletian retired from Rome and began to grow in the garden cabbage. And proud of harvest cabbage. Emperor earlier rules worse than the cultivated crop. Therefore, I find it hard to answer the question about the relationship between the three components. Among these components places without core components. It is necessary to take into account the particularities of each individual and collective characteristics, which have to work.

Dear Helena Pestana,

In the current circumstances it is difficult to overestimate the role of the human factor in the organization. Even the most advanced control system does not lead to success if the state of the organization will not be composed of professionals dedicated. In modern conditions when searching for ways to improve the functioning of the shift in emphasis occurs in the direction of the individual.

Higher art head - thoroughly understand the person to understand that he loves, because, oddly enough, most people do not have the slightest idea to what kind of activity they are more likely, and what is their special gift. When a person does what he likes, he is satisfied and happy, and if all is calm, joyful and welcoming, it creates a special atmosphere in the company. The task of each manager is to create incentives for employees to work more and better, with motivation, referring to the mental state of a person determines the basis for his behavior creates barriers limiting behavior.

Regards, Shafagat

Dear Helena: We can always try to establish the relation between any set of variables. However, when establishing a physical relation, we should consider all the relevant variables and exclude all the irrelevant variables or with weak or inexistent connections for the corresponding problem that we are interested in solve.

Dear Miranda, Vladimi and Shafagat, Antonio  et all, 

Cognition about the fairness could play an important role in generating those positive feelings in whatever organization. Don't you think so?

Thank you for your wised answers

Helena

@Helena,my old age allows me to show my experience about this topic. I worked very hardly waiting for justice in my job and recognition of my skills, Despite my scientific products, which everyone may see on RG site, I did not obtain any recognition by my institutional chiefs. So I decided to leave my job; immediately I was requested to act as Senior Scientist with great improvement of my scientific production and great personal satisfaction. In Italy we say that only an extreme remedy may reapair an extreme damage.

Dear Ierardi, 

I am very glad for you and for your recognition in terms of your wonderfull work. 

Thank you very much for sharing your experience  in RG.

Have a nice time

Helena

PS: You are very young because you know how to think correctly.. The old people are precisely the ones that did not admired you in your work, those with no brains.

We are so young themselves how we feel.

May all of us feel very young.

It often happens that we are not valued in our plants. Not only the boss, but what most hurt by our colleagues who consider us to be competitive with whom you have to fight. These are the barzdzo difficult translations, most of which lead to the collapse, weakening and temporary reluctance and doubt into what we do. You have to be really very resistant psychcznie and have the support of friends, family, to be able to deal with such situations it.

We can say that in our profession is sometimes not fabulous.

Dear Agnieszka, 

I share the same opinion as you and the same reality.

Thank you for your wised comments 

Have a nice time

Helena

Dear all and dear Ierardi Enzo

Old Chinese saying : 世有伯乐, 然后有千里马.千里马常有, 而伯乐不常有.

That meanings in the world there was a very wise man whose name is 伯乐. He had the ability to recognize which horse was the perfect horse which run 1000 miles swiftly without tiredness. Because there was a伯乐. The perfect horse was known. .In the world the perfect horses are common, but 伯乐 is very rare.

Dear all,

It is an ill conceived and a sign of bad management to invest time to study and foretell what the intent of an employee might be when it comes to stability, recognition of gains of one's hard works and  creating lasting attachments to an organization. At the same time it is a bad behavior of an employee (if there is one) not to do the job that requires the professionalism it demands, however the actions and intent of the organization might seem. The trip we make, how short it is,  is always memorable and healthy when the road we took is smooth and peaceful and non abusive.

It is the right virtue for organizations to always behave and act justly, honestly and friendly, completely staying away from abusive intent or actions, regardless of the employee's intent so that jobs are done professionally even for few days or months or whatever time the employee may stay and recognition is imperative where it is due. Both parties, the employee and employer are meant to impact positively the company's vision and programs and any extra intrusive parameter analysis and study on both sides does not contribute any thing positive and short sighted to the life of the company.

Life is always reasonable and better when we transcend from little and short sighted measures and attach superior motives or aims. Every thing we do is to serve society judiciously in any form we are trained with and capable off, regardless of personal satisfactions and promotions and organizational growth and profits (may be) and sticking to that ulterior goals, prompt both parties to do the right things towards each other.  

Dear Dejenie, 

Thank you for your very impressive and wised comments. 

All the best for you

Helena

Job Cognition and Justice Influencing Organizational Attachment

See this article:

Organizational attachment echoes the psychological bond between employee and employer relations, differing from affective component of commitment in terms of employees’ psychological and behavioral involvement. This study examines the extent to which employee perception about procedural, distributive justice and job cognition contributes toward organizational attachment in India. The effect of justice and job cognition variables relates differently to previous studies from western part of the globe. First, in past studies, procedural justice predicted commitment, whereas, for Indian employees, distributive justice contributed to organizational attachment. Second, the contribution of extrinsic job cognition in organizational attachment was evident in the model developed using Structural Equation Modeling (SEM; AMOS). Organizations must take cognizance of the outcomes exhibited by the behavior of managers while following the laid down policies and processes. Cognition of fairness at workplace and attachment can play key role in limiting retention. Practical implications and future research directions are discussed.

doi:10.1177/2158244014524210SAGE Open January-March 2014 vol. 4 no. 12158244014524210

http://m.sgo.sagepub.com/content/4/1/2158244014524210

This is fine paper brought by @Fateh. By reading it, I have found that researcher have concluded that long-term / longitudinal research is required. (model verification). This paper is also available at RG.

Article Job Cognition and Justice Influencing Organizational Attachm...

"When we do right, nobody remembers. When we do wrong, nobody forgets."

In many organizations, the above statement applies. Organizations, in which managements are appointed on the basis of "real" merits, are rare. Such "wrong" managements will run the business applying "loose" rules on the few affiliated employees & "strict" rules on other employees counting only their mistakes. The majority of the employees are doomed to a situation in which there is no recognition of any effort & in which injustice is done forcefully in a deliberate manner. Under a system of fear, an employee is subjected to the choice "take it or leave it" & your job satisfaction or dissatisfaction is of little concern to the bosses above. In these organizations, the employee has to have lot of patience, endurance, and wisdom. A public organization is not the property of few persons but belongs to the nation so the correct stand is to get attached to the organization ignoring the wrong heads.  

Deaar Fateh, Giuseppe, Nizar , Ljubomir , Fateh et all, 

I appreciate your coments and all the interesting files attached. Are very useful.

Thank you very much,

Have a nice time

Helena

Dear Giuseppe et all, 

You are very kind and very informative. i thank you again for your attachements so usefull.

Have a wonderfull time

Helena

PS It is a pleasure to up vote so interesting answers. 

Dear Helena, Ierardi, Shafagat, Dejenie, Fateh, Ljubomir, Nizer and All,

Thanks for your personal sharing and a fabulous discussion of an important subject!

As Nizer said, the statement "When we do right, nobody remembers. When we do wrong, nobody forgets." applies to many organizations due to leadership and other societal, organizational and human factors. When one is in such a situation, one may feel trapped, oppressed, and unfairly treated; one may also feel powerless and helpless to change the system. What a difficult situation!

I agree that one needs to be very patient and finds ways to effect changes. From my personal experience and discussion with colleagues from different parts of the world, here are some ideas:

First, gather support from colleagues within the same department and others within and without the same organization.

Second, continue to do what one does best because that is why one is in the position in the first place.

Third, find ways to change the organizational culture, but it is often easier said than done. I've seen a few organizations change after the change of leadership through retirement, change of jobs, or relocation, etc. That's why one needs to be very patient!

Four, when the organizational culture is so oppressive that it affects one's health, personal life and professional performance, one would consider finding another organization that may suit one's needs and aspiration better.

A study in Indian context examines the extent to which employee perception about procedural, distributive justice and job cognition contributes toward organizational attachment in India. 

First, in past studies, procedural justice predicted commitment, whereas, for Indian employees, distributive justice contributed to organizational attachment.

Second, the contribution of extrinsic job cognition in organizational attachment was evident.

Organizations must take cognizance of the outcomes exhibited by the behavior of managers while following the laid down policies and processes. Cognition of fairness at workplace and attachment can play key role in limiting retention.

http://sgo.sagepub.com/content/4/1/2158244014524210

Dear all, 

Very nice, interesting comments and wised ways to go out of trouble....and unfortunately we all have to improve and find our ways...but never alone...we need others to do it...that is why we live in a society....there is a sample in RG with the majority being good colleagues.

Have a nice time

Helena

Dear all, 

Thank you very much for all your interesting answers.

PS: i have a problem in RG: Since yesterday i want to replay to some personal emails via Rg and it is impossible, it do not t let me. Is it possible someone tell "I "Abdullah Harfoosh"" that if he wants my reply he could email to [email protected]?

Thank you

Helena:

I think the relationship between job cognition, justice and organizational attachment can be a "socially constructed" one. If you cannot fulfill the demands of your colleagues (e.g., do their work on committees and help them complete their research for publication) in sharing your cognitive knowledge, then you are not seen as a team player and thus you would not be given your Just due as you are labeled as not being capable. As such, your attachment to the organisation is really intrinsic as you tolerate all the socially constructed ratings about your cognitive knowledge, team work abilities, and side-stepping when it comes to assignments. 

Best regards,

Debra

Dear Debra, 

I agree with you, but sometimes our competencies and abilites have no opportunity to grow in some organizations...situations where we do not have job cognition attachment....It is important that organizations use affective commitment with all employees.

In organizations where we can use our experience to improve, we would have positive emotions to that organization and then as a result we would have a good performance... but sometimes this is just a dream...

Thank you for your wised answer.

Have a wonderful time

Helena

 Dear Professor Stephen Cheung,

A scholar who wants to effect positive changes in an academic institution needs many brave colleagues around & may require an external clear "non-political" support. This is because a "wrong" administration will try to label an academic protest as politically motivated move. I agree that one has to do his/her best under any circumstances. As for changing the organizational culture, success comes through collective effort and (again) this cannot occur without bravery.

Under a system of fear, a "wrong" management will work on fighting the courageous employees fiercely and on pushing for spying & hypocrisy until the atmosphere becomes totally polluted. In some 3rd world countries, some influential persons did their utmost to prevent establishing private universities & they succeeded. Had there been alternative private institutions, the traditional ones would have suffered since the capable scholars would have left them immediately.

Thanks for continuing this very meaningful conversation, Helena, Debra, Nizer, and All!

I appreciated Nizer's comments: "...As for changing the organizational culture, success comes through collective effort and (again) this cannot occur without bravery." Yes, Nizer is very correct! I've seen the leader of a mental health service institution removed due to the brave and collective efforts of a team of mental health professionals. 

I've been very fortunate in academic institutions, but some of my colleagues all over the world have experienced the difficult situations we've been discussing. I'd like to hear more words of wisdom in coping with and changing such unhealthy and unproductive situations in some parts of academia.

Dear Stephen, Nizar et all, 

I am glad for you, because it is the best to be in a organization that respect all and where the main concern is with knowledge and friendship.

If we read the main purposes of the some organizations /universities we could think that they promote quality,...but in practice  could be just words to get more people , to get a good image...like the chocolates that it is promised to make us thin...it is not true, we all know that.

The organizations where the gap is very small  between their main purposes and their real practices ...This is what in statistics we call the analysis of residuals and their distributions...and some have a very nice "normal" distribution....

Have a nice time

Helena

The subject we're discussing is complex due to the multitude of variables involved!

Even within the same organization, some departments are well run while others are not probably because of the interplay of personalities, and leadership, interactional, problem-solving, coping, and stress-management styles among individuals.

There are always individual differences (i.e., facing the same adverse situation, one person may be stressed out, but another person may still thrive in it depending on the person's perspective, perception, interpretation, and response, etc.).  

I appreciated Debra's input into the social construction of situations and Dejenie's comments on the respective roles that employers and employees would play in situations; their perspectives have highlighted the different facets of these complicated issues.

Dear all,

I really appreciate all your wised comments

Thank you very much for your interest in this subject

Helena

Dear Manuel, 

Please continue. I would appreciate that

Thank you

Helena

In India, research has proved that distributive justice contribute towards organizational attachment. Overall it has been mostly argued that Procedural justice predicts commitment. In context of organizational attachment, extrinsic job cognition has been identified as a contributor. Organizational attachment explains about the psychological bond between employee and employer relations. It differs from affective component of commitment in terms of employees’ psychological and behavioral involvement. Organizations must take cognizance of the outcomes exhibited by the behavior of managers while following the laid down policies and processes. Cognition of fairness at workplace and attachment can play key role in limiting retention.

The contracts of individuals and Organization

http://web.mit.edu/curhan/www/docs/Articles/15341_Readings/Justice/TheContractsOfIndividualsAndOrganizations_RosseauParks.pdf

Dear all,

Thank you very much for your support and wised contribution to this subject.

Have a nice time

Helena

Helena! We thank you for your timely and well-formulated theme of discussion.

Hi ,

it is a complex phenomenon and no rigid reply will suffice. however, based on my experience, attachment and justice my have reversal effects. some times, justice deviates individual from org and in other case if individuals may come very close to org. i think some more attributing factors may be linked to this relationship such as type of organization, job, position of individual in org.

Regards

Rafique

Dear Helena,

In my opinion, this relationship (which I perceive as a dynamic/cyclic one) can help to move toward cohesion and to build the social capital of work. Generally, it depends on [the security of] the employment contract as Krishnan said, but it also depends on the trust in co-worker support. Co-worker support is expected to come from permanent employees. But I wonder if this conceptualization is appropriate to the changing labor market …  

Good question, regards!

Dear Giuseppe, Michalea , Shafagat,Ierardi , Krisna, Stephen , Muhammad,  Subhash, Vladimir, Miranda, Debra, Dejenie, Ljubomir , Nizar, António, Agnieszka , Chun, Fateh. C.Lewis, james, Gorge, Luiz et all, 

Social capital ,  cohesion, recognition, justice, attachment , kind of employment contract, ... each manager need to create incentives for employees to work more and better, with motivation, referring to the mental state of a person determines the basis for his behavior creates barriers limiting behavior.

Thank you very much for all the information that  add value to this subject. 

 Al the best

Helena

Dear Rolan, 

I totally agree with you and the files/links attached are very interesting.

Thank you very much

Have a nice time

Helena

The results of a study showed that all dimensions of organizational culture chosen in the study had significant influence on both constructs of employees’ behavioral outcomes. It is observed that organizational culture aspects had positive impact on in-role performance behaviors and negative impact on employees’ intention to leave.

http://www.isma.info/uploads/files/065-the-relationship-between-employees-perceptions-of-organizational-culture-and-their-behavioral-outcomes-assessing-a-cognitive-process-to-in-role-performance-behavior-and-intention-to-leave.pdf

Chinese scholar Wei Jun defined the organizational identity as a type of social identity is individual integration with organizations. It is the consequences of individuals’ cognition and internalization of organizational value (cognition) and manifested by individuals’ emotions like sense of belonging, sense of pride and loyalty (emotion)

Wei, J. (2007) Research on Organizational Fit and Identification: Influence on Modern Organization of Chinese Traditional Culture. Press of Peking University, Beijing.

Dear Subhash nd Krishan, 

i really appreciate your wised answers.

Thank you very much

Have a nice time

Helena

Dear manuel, 

You show why  science is a dinamic process: should always improve.

Very interesting ....science could do more...

Have a nice time

Helena

Dear Morales! The presentation is better to use the association not with basketball. When selecting events often develop as when training inexperienced players. A tennis ball bounces off the wall in an unknown direction.

Well, when people understand each other perfectly, not only in science but also in sports.

Dear Vladimir et all, 

I think Manuel wants to say that science could do better because not all the important variables were introduced into the models. He supported it in  Einstein.

But i agree with you: there are lots of connections between different issues in real life. it is the scope that is changing. For example, we are experts  in different fields  but meet here in Rg to give our opinion about a question important for someone who deserves our attention

Have a nice time

Helena

Dear Helena! Your beautiful logic in the arguments should be rewarded in life. All the best! Vladimir

Dear Vladimir, 

You are very kind. I think the same about you.

Thank you

Helena

Yes, @ Vladimir, I agree with you Helina has an beautiful logic in her arguments.

Thank you too dear Fateh. You are very kind

Have a nice time

Helena

Dear @Helena, please find attached a list of about 250 papers about the issue you have raised, available here at ResearchGate.

https://www.researchgate.net/publicliterature.PublicLiterature.search.html?type=keyword&search-keyword=the+relationship+between+job+cognition%2C+justice+and+organizational+attachment

At work, learning and life so well they perform and survive, you have a lot of experience. A lot of time passes before we gain distance from each other and the whole world around us. However, whether justice will always toważyszy our being there? I think often not the case. And there is no impact of the situation in which we find ourselves, but rather the people we meet on our way.

Dear Nanuel et all,

Thank you for your very intereting commnets and dataset. I will share it with people that i like.

Have a nice time

Helena

Engagement has largely been defined as representing a state of substantial emotional and cognitive investment and is generally accepted across firms and cultures

http://www.uq.edu.au/vietnampdss/docs/July2011/EmployeeEngagementFinal.pdf

Dear Colleagues,

Good Day,

"Employee loyalty begins with employer loyalty. Your employees should know that if they do the job they were hired to do with a reasonable amount of competence and efficiency, you will support them."

                                                                        ----   Harvey Mackay

Dear Manuel! Thank you for the interesting attempts to adapt to the modern scientists classic postulates. I recommend to you if you try to extend your text required to enter the historical facts about the role of an entire group of geniuses in the formation of the theory of relativity (Lorentz, Poincare, Max Planck, Einstein). This demonstrates the importance of genius giants. On the shoulders of these giants are people involved in science and receiving prizes.

Organizational Attachment: Exploring the Psychodynamics of the Employment Relationship

See link!

http://digitalcommons.bryant.edu/cgi/viewcontent.cgi?article=1000&context=managework

Dear Colleagues,

Good Day,

"Pleasure in the job puts perfection in the work."

                                                                     -----  Aristotle

The eternal wisdom of Aristotle! Thank you, Hazim. Thank you Subhash for modern wisdom.

Dear Manuel et all, 

As you said, your explanation is not only connected with physics, nas it is very interesting to understand why we could win a nobel prize.  I think it is so scientific your explanations that i am going to add some of it here, if you do not mind.

I thank you all for your comments.

Helena

"How Students And The General Public Can Confirm If Quantum

Mechanics Is A Fundamental Theory Without Opening A Book

By: Manuel S Morales © 2015

[email protected] - http://TemptDestiny.com

Science is a pursuit of knowledge of the natural world. It uses experimentation to obtain this knowledge. So if a theory is believed to be a fundamental theory of the natural world then it needs to be experimentally verified otherwise we are not talking about science. Nearly a century ago Albert Einstein insisted, in opposition to popular consensus, that quantum mechanics (QM) is an incomplete theory. He suggested that there were hidden variables that QM did not include which would give us a complete description of the natural world.[1]

As simple as it sounds, in order to conduct any and all experiments a selection must first be made. So if QM is indeed a fundamental and thus a complete theory of reality as some of its practitioners assume, then it must include and distinguish which acts of selection caused the effects observed in its experiments, e.g., a direct selection - an act paired with one potential, or and an indirect selection - an act paired with more-than-one potential (see the illustrated basketball examples - “Mechanics Of The Two Acts Of Selection”). It is easy to confirm if QM is a fundamental theory or not. All we need do is conduct a keyword search for Einstein’s nonlocal hidden variables (acts of selection) in QM research

papers. In particle physics, the Large Hadron Collider (LHC) is used to experimentally confirm QM theories by colliding two particle beams into each other. If particle collision effects match theoretical predictions then the theory has been empirically confirmed and thus it is assumed a discovery has been made.[2]

Research Assignment - Search For First Cause When I use the term first cause, I literally mean cause preceding effect. Here is where grade school students, college students, and the general public come into play by searching for first cause in published scientific journals without needing to read them. To participate, it is not

necessary to understand what has been written, all that is required is to conduct a keyword search of the phrases, “direct selection” “indirect selection”, and “direct selection experiment” “indirect selection experiment” in scientific documents found online such as the Nobel Prize winning Higgs boson discovery obtained by LHC experiments.[3] Participants only need to find both of the two keyword phrases in the documents (listed below) used to claim the discovery in order to confirm if an omission error has taken place or not. • http://www.sciencedirect.com/science/article/pii/S0370269312008581

• http://www.sciencedirect.com/science/article/pii/S037026931200857X

Please note, this research is not confined to particle physics. Since the acts of selection are necessary to conduct any and all experiments, this assignment applies to all fields of science that uses experimental research. Participants that conduct the most research will be eligible to receive prizes (see “Win Prizes”).

Why Is Your Research Important?

Your research will help to advance science by confirming if the scientific method needs an overhaul in order to include the first cause variables of selection as well as help to settle the near century old debate if quantum mechanics is or is not a fundamental theory. Turns out that without taking into account both variables that caused the effects observed in an experiment you have nothing more than an assumption since the data will consist of false-positive results.[4] As the twelve year TemptDestiny.com experiment has shown, without knowledge of which selection variable caused the effects observed, you then have omitted-variable bias (an omission error) by not factoring the necessary variables involved in conducting experiments without which there would be no science (see - “A Flawed Scientific

Method”). "

laureates/2013/press.pdf

[4] Tempt Destiny Experiment Results: https://www.researchgate.net/publication/275274627_

Tempt_Destiny_Experiment_Results

Deleted research item The research item mentioned here has been deleted

The Effect of Organizational Justice on Organizational Commitment: A Study on Automotive Industry 

"This study aims to investigate the relationship between organizational justice and organizational commitment. For this purpose, the research was conducted base on 261 employees from two the industry and the manufacturing firms. Moreover, organizational justice is defined as: perception or the objective distribution of gains obtained by employees from the organization in exchange for their contributions to the organization. In the other words, organizational justice is the combination of employee’s attitudes to their organizations as a result of comparison of gains obtained by employees in exchange for their contributions to their own organization with gains obtained by the employees of other organizations. Furthermore, the study examines organizational justice as three basic dimensions: distributive justice, procedural justice and interactional justice. On the other hand, organizational commitment is internalization of organizations’ objectives and goals, beliefs and values by employees and the desire of being loyal, staying for the organization, and keeping of organizations membership. Additionally, organizational commitment was examined as three main dimensions: affective commitment, continuance commitment and normative commitment. In this context, the study determines the direction of the relationship between the dimensions of the organizational justice and those of the organizational commitment and widely presents some arguments and recommendations about the title."

http://www.iises.net/download/Soubory/soubory-puvodni/pp026-037_ijoss_2013V2N3.pdf

Dear Colleagues,

Good Day,

“In the rush for justice it is important not to lose sight of principles the country holds dear.”

                                         -- Kofi Annan

Dear Colleagues,

Good Day,

"When a society is organized around that which is fitting in each realm, then peace, the fruit of justice, can flourish."

                                                                -- Leonardo Boff

Workplace violence and various forms of aggression can affect organizations in a variety of ways. The presence of violence, aggression and passive-aggression in the workplace is very stressful to the workers and managers who experience it. This type of stress is felt in many ways in organizations, and all of these have consequences.

http://www8.esc.edu/ESConline/Across_ESC/forumjournal.nsf/3cc42a422514347a8525671d0049f395/29b0b2d84f5b2ca7852569e5000b6de7?OpenDocument

Dear Manuel. Done, I sent you my mail-address. Thank you. Vladimir

Dear Manuel, Vladimir et all, 

I read the paper from Vladimir and was amasing.

If you need my contact you can e_mail: [email protected].

Thank you very much

Helena

Dear Helena! Thank you for your e-mail address (I remember in the e-book). You have once again confirmed the view of the role of smart and beautiful women in the history of the whole society.

Dear Manuel! Thank you for the good example.  About your question. No, Belarus is not seeking to be in NATO? Belarus has a very good knowledge about European military solidarity - before, during, and after the second World War.

"Indeed, science knows no boarders!".

Dear Colleagues,

Good Day,

"I think the person who takes a job in order to live - that is to say, for the money - has turned himself into a slave."

                                                               -----    Joseph Campbell

That sounds promising. Thanks dear Manuel.  I am at work until December 07 2015. Then I leave the congress in St. Petersburg. After returning, I'm flying to Germany until the end of December. Therefore, I can essentially prepare a draft only in early January 2016.

NATO’s Partnership for Peace is enough for countries like Belarus, Serbia...!

Dear all,

I thank you all for your interesting answers.

Have a nice day

Helena