Here Are The 5 Steps To Creating A Culture Of Appreciation

Unlock The Compounding Benefits That Result From Your Employees Feeling Seen, Heard And Valued.

Employee Appreciation Day celebrates its 25th anniversary today, and all across the U.S., Canada and the U.K., employees will likely be invited into conference rooms and cafeterias to be told how much their efforts are valued by their companies (possibly through pizza or desserts). Is this really the best way to celebrate employees’ investment of time, energy and skill? Depending on the company, these efforts are sometimes an inauthentic “check-the-box” activity from senior leaders that employees must politely endure.

If your company is only formally appreciating your employees one day a year, your company (and by extension, your customers and broader community) is missing out on a huge opportunity. To unlock the compounding benefits that result from employees feeling seen, heard and valued, senior leaders need to create a culture of continuous appreciation. But this doesn’t mean leaders are off the hook for also creating the conditions for employees to be challenged, grow and thrive.

Pizza parties are great, but they’re not enough. A culture of appreciation is about valuing individuals as human beings, while acknowledging their impact on the business and their intention to grow and have impact, which is especially important when they fail.

My community of fellow HR executives share stories with me that prove that even when their companies’ methods of appreciation miss the mark, if they’ve proven themselves to be a “culture first” organization, their overtures of appreciation are received as heartfelt, sincere and a step in the right direction.

So, where do you start? Here are my five principles for appreciating your employees:

1. Live Your Company Values. Leaders need to continually reflect their company values in the way they conduct themselves and model behavior; it’s the fastest mechanism to cascading those behaviors throughout the rest of the organization.
2. Amplify Others. To foster a culture of employee appreciation, the most important thing a person can do is show gratitude for someone else’s work as well as how they elevate others to reach the desired goal.
3. Celebrate Effort And Intention, Not Just Outcomes. An idea that bears fruit should be rightly celebrated, but so should failures if the motivations and intent were on target. This requires managers to take a “long view” of their talent teams, to engender open and collaborative relationships where they can encourage innovation and experimentation.
4. Offer Rewards That Are Meaningful And Inclusive. It’s no good giving basketball tickets to someone with no interest in the game. Likewise, taking the team out for drinks after work can exclude people who avoid alcohol. A thoughtful leader takes the time to get to know members of their team and reward them in ways that will be personally meaningful. In most instances, what employees really want is an acknowledgment of their efforts.
5. Listen And Take Action. This is the game changer. Collecting feedback and creating the space for meaningful dialogue about it is the No. 1 way managers can show they value their teams. If employees feel heard and can participate in the conversation, a continuous cultural improvement cycle can be established.

Employee appreciation will look different in every workplace because each work culture is different. But let’s not forget, human beings are human beings. Everyone I’ve ever met has wanted to be seen, heard and appreciated for who they are. Scaling appreciation in a complex organization can be challenging, but it can also be quite simple. Simply saying “thank you”—genuinely—is a good start.

A company’s culture is one of its most powerful assets. A culture that embeds appreciation at its core will foster a happy, engaged and productive workforce that feels empowered to reach for ambitious goals, empowered by the knowledge they are supported and heard by the organization.

About the Author :- Golbie Kamarei is an organizational behavior expert and Chief People Officer at the culture first employee feedback company Culture Amp.

Thanks to Golbie Kamarei / HRExecutive
http://hrexecutive.com/here-are-the-5-steps-to-creating-a-culture-of-appreciation/

Please Extend Your Patronage...

Kindly Like, Comment, Share, Following:-

"Knowledge Center" For Latest Updates ... Facebook.com/KnowledgeCenter3579

"Knowledge Center" For Latest Updates ... https://ZiaullahKhan.blogspot.com

To Support Facebook “Knowledge Center” & Blog “Knowledge Center” Contents, Please Use This Link: - PayPal.me/ZiaullahKhan1

Or Use this Email Address for PayPal (To Support Knowledge Center Channel):-KnowledgeCenter3579@gmail.com

Amazon USA :- https://amzn.to/2GjhTaB                                

Amazon UK  :- https://amzn.to/2ByqMcp

Amazon Italy :- https://amzn.to/2BEV0e3 (Libri)                     

Amazon Italy :- https://amzn.to/2TGMHoJ (Libri In Altre Lingue)

Amazon Spain :- https://amzn.to/2WUIYWL (Libros)              

Amazon Spain :- https://amzn.to/2TJizZQ (Libros En Idiomas Extranjeros)

Amazon France :- https://amzn.to/2TJmuWA (Livres)            

Amazon France :- https://amzn.to/2WUJlR9 (Livres Anglais Et Etrangers)

Amazon Canada :- https://amzn.to/2TMkVHK (English)         

Amazon Canada :- https://amzn.to/2thpf68 (Livres En Français)

Amazon Germany :- https://amzn.to/2THR7Mh (Bücher)       

Amazon Germany :- https://amzn.to/2THR7Mh (Bücher Fremdsprachig)

Amazon Germany :- https://amzn.to/2I5v54H (English)          

Amazon Germany :- https://amzn.to/2THohvt (Dutch)

Amazon Germany :- https://amzn.to/2GlQNzM (Netherland)  

Amazon Germany :- https://amzn.to/2Gjkz89 (Poland)

Amazon Australia :- https://amzn.to/2Go0c9Y

Holding Leaders Accountable For Employee Recognition

Progressive Companies Are Adding A New Layer To Recognition Programs.

Twenty-five years after the publication of Bob Nelson’s best-seller 1001 Ways to Reward Employees, the author says some companies still fall short at employee recognition. But Nelson’s advice on how to change that may seem counter-intuitive.

“Don’t do another program, another reward,” says Nelson.

His latest book, 1001 Ways to Engage Employees, reveals that recognition, career development and the role of the manager are the top three influencing factors for employee engagement. Therefore, he says, “we need fewer programs and more appreciation, value or making people feel special about the things they’ve done.”

Years ago, employee recognition typically consisted of an annual event where honored or retired workers received an engraved plaque or gift. Remember lapel pins or the legendary gold watch? The concept of recognition later morphed into attendance awards, safety awards or employee-of-the-month programs where employees were handed a certificate, purchased items from the company store or chose experience rewards ranging from flight lessons to weekend getaways. Although many companies still engage in such practices, progressive employers have added another layer—leaders and managers are now being held accountable for acknowledging employee accomplishments in various ways.

“It becomes part of how you do things, not the exception,” says Nelson, who was recently named among the top 20 management gurus by Thinkers50, a London-based consulting firm. “HR has to say, ‘This isn’t optional anymore.’ ”

Although the types of rewards that employees receive constantly evolve, he explains that the need for employees to feel appreciated or valued remains constant.

In this economy that currently boasts a 4 percent unemployment rate, 6.6 million jobs went unfilled last year, according to the U.S. Labor Department. Nelson says that while it’s harder to recruit talent and hang on to those who can contribute to your company’s success, employees in organizations that support a culture of recognition feel five times more valued than those in cultures that don’t. Those workers are also six times more likely to praise their employer as a great place to work and seven times more likely to stay with the company throughout their career.

HR professionals need to convince company leaders and managers to hold each other accountable for acknowledging employees, which includes individuals who exemplify the company’s values, says Nelson. HR departments also must present evidence or industry research about the positive impact of ongoing recognition on recruitment and retention, employee morale, engagement, motivation and performance and just as important, the company’s bottom line.

“Every leader, every day, must take time to acknowledge employees, show recognition to people wh work for them,” says Nelson. “Get your leaders to actually take the time to thank employees in a timely, specific way when they’ve done a good job. That’s HR’s biggest challenge—to get them to take this seriously and actually do it.”

About The Author :- Carol Patton is a contributing editor for HRE who also writes HR articles and columns for business and education magazines.

Thanks to Carol Patton / HRExecutive
http://hrexecutive.com/heres-how-to-hold-leaders-accountable-for-employee-recognition/

Please Extend Your Patronage...

Kindly Like, Comment, Share, Following:-

"Knowledge Center" For Latest Updates ... Facebook.com/KnowledgeCenter3579

"Knowledge Center" For Latest Updates ... https://ZiaullahKhan.blogspot.com

To Support Facebook “Knowledge Center” & Blog “Knowledge Center” Contents, Please Use This Link: - PayPal.me/ZiaullahKhan1

Or Use this Email Address for PayPal (To Support Knowledge Center Channel):-KnowledgeCenter3579@gmail.com

Amazon USA :- https://amzn.to/2GjhTaB                                

Amazon UK  :- https://amzn.to/2ByqMcp

Amazon Italy :- https://amzn.to/2BEV0e3 (Libri)                     

Amazon Italy :- https://amzn.to/2TGMHoJ (Libri In Altre Lingue)

Amazon Spain :- https://amzn.to/2WUIYWL (Libros)              

Amazon Spain :- https://amzn.to/2TJizZQ (Libros En Idiomas Extranjeros)

Amazon France :- https://amzn.to/2TJmuWA (Livres)            

Amazon France :- https://amzn.to/2WUJlR9 (Livres Anglais Et Etrangers)

Amazon Canada :- https://amzn.to/2TMkVHK (English)         

Amazon Canada :- https://amzn.to/2thpf68 (Livres En Français)

Amazon Germany :- https://amzn.to/2THR7Mh (Bücher)       

Amazon Germany :- https://amzn.to/2THR7Mh (Bücher Fremdsprachig)

Amazon Germany :- https://amzn.to/2I5v54H (English)          

Amazon Germany :- https://amzn.to/2THohvt (Dutch)

Amazon Germany :- https://amzn.to/2GlQNzM (Netherland)  

Amazon Germany :- https://amzn.to/2Gjkz89 (Poland)

Amazon Australia :- https://amzn.to/2Go0c9Y

When Diversity Isn’t Working For Your Team

Here Are Five Things To Do When A Team's Diverse Makeup Causes More Strife Than Benefit.

You don't have to travel too far down an Internet rabbit hole to happen upon a claim that diversity is a good thing for teams and organizations. Research has shown that diversity of thought or perspective can increase creativity, improve problem-solving and decision-making, and ultimately benefit the bottom line. But knowing the potential benefits of diversity is one thing; actually reaping those benefits on your own team can be something else entirely.

Suppose your team doesn't have a lot of diversity. What do you do then? Teams can become quite homogenous when particular functions attract or select a certain type of person with a shared perspective, like a finance department hiring those who favor a concrete, quantitative approach, for example. Or, lack of diversity can result from teams and organizations selecting members based on cultural "fit"and adding new people who are a lot like those already there.

Or suppose you do have diversity, but instead of being beneficial, people seem to be having difficulty seeing eye-to-eye. The presence of diversity doesn't always lead to positive outcomes when people's preferences and needs conflict. Suppose some people on your team prefer directness and others diplomacy, or some prioritize practicality and others creativity. How can you benefit from diversity like that instead of being hindered by it?

Whether your team lacks diversity or is feeling burdened by it, these strategies can turn things around:

Size It Up.

Start by taking measure of your current team and its composition. In what areas do you have diversity and in where is it lacking? Do team members embrace risk or avoid it? Trust intuition or facts? Prioritize discipline or flexibility? Next, delineate your team's strengths and weaknesses and review what kinds of mistakes your team tends to make. Then ask yourself whether or how diversity, or lack thereof, is playing into your team's performance. For example, might your failure to keep up with the competition stem from having too many team members who deliberate on decisions for too long? Are ruffled feathers among stakeholders arising from a predominance of individuals who prioritize results over people?

Beg, Borrow Or Steal.

If your team lacks diversity in key areas, or has some problematic weaknesses, consider selecting for diversity next time you add a team member; choose someone with a perspective others lack. Or, if adding diversity to your team isn't possible, borrow it. Say you have a key customer counting on you to create a detailed implementation plan, but your team is full of big picture people. Borrow a detail-focused colleague from another team to provide guidance and answer key questions. Are you including the right level of detail in your plan? What steps have you missed? What flaws aren't you seeing?

Fake It.

Adding or borrowing diversity isn't always an option, but if you're clear on what relevant perspectives you're missing or what your weaknesses are, you might be able to fake it. Ask people to put themselves in the shoes of those perspectives not represented on your team and "think like" the missing type. This technique is similar to playing devil's advocate, but instead you'll advocate for a detailed perspective, or a risk-embracing one, or a relationship-focused one–whatever relevant perspective your team is missing.

 Test The Waters.

The presence of diverse perspectives won't help you much if your team working norms support only the dominant perspectives. Let's say you've attempted to balance a hard-driving, competitive, goal-focused team with someone who has strong relationship-building skills, but the team continues to take a win-at-all-costs approach to things. Your relationship-builder doesn't have much hope of success. Ask yourself whether your team works in a way that can support preferences for both challenge and connection; flexibility and discipline; creativity and practicality.

Shake Things Up.

If the questions you've asked have revealed ways that your team's approach supports some perspectives more than others, consider making some adjustments. One way to satisfy the needs of one perspective without turning others off is to offer options. For example, some people prefer to prepare for meetings in advance, while others feel burdened by such expectations. Meet the needs of both types by providing pre-work before a meeting but make it optional.

When it comes to team success, it seems that everyone is looking for a silver bullet, and diversity isn't that. But the thing with silver bullets is, you've either got one at the moment you need it, or you don't. Diversity is a more complex solution to the challenges your team faces, and it requires a more nuanced approach, but it's more flexible too. So, unless your team is ambushed by an actual werewolf, you'll likely to benefit from trying to make diversity work for you.

About The Author :- Suzanne Vickberg is the Deloitte Greenhouse™ Experience team's social-personality psychologist and the business chemistry lead researcher. Kim Christfort is the national managing director of The Deloitte Greenhouse Experience team.

Thanks to Suzanne Vickberg & Kim Christfort / HRExecutive
http://hrexecutive.com/when-diversity-isnt-working-for-your-team/

Please Extend Your Patronage...

Kindly Like, Comment, Share, Following:-

"Knowledge Center" For Latest Updates ... Facebook.com/KnowledgeCenter3579

"Knowledge Center" For Latest Updates ... https://ZiaullahKhan.blogspot.com

To Support Facebook "Knowledge Center" & Blog "Knowledge Center" Contents, Please Use This Link: - PayPal.me/ZiaullahKhan1

Or Use this Email Address for PayPal (To Support Knowledge Center Channel):-KnowledgeCenter3579@gmail.com

Amazon USA :- https://amzn.to/2GjhTaB                                

Amazon UK  :- https://amzn.to/2ByqMcp

Amazon Italy :- https://amzn.to/2BEV0e3 (Libri)                     

Amazon Italy :- https://amzn.to/2TGMHoJ (Libri In Altre Lingue)

Amazon Spain :- https://amzn.to/2WUIYWL (Libros)              

Amazon Spain :- https://amzn.to/2TJizZQ (Libros En Idiomas Extranjeros)

Amazon France :- https://amzn.to/2TJmuWA (Livres)            

Amazon France :- https://amzn.to/2WUJlR9 (Livres Anglais Et Etrangers)

Amazon Canada :- https://amzn.to/2TMkVHK (English)         

Amazon Canada :- https://amzn.to/2thpf68 (Livres En Français)

Amazon Germany :- https://amzn.to/2THR7Mh (Bücher)       

Amazon Germany :- https://amzn.to/2THR7Mh (Bücher Fremdsprachig)

Amazon Germany :- https://amzn.to/2I5v54H (English)          

Amazon Germany :- https://amzn.to/2THohvt (Dutch)

Amazon Germany :- https://amzn.to/2GlQNzM (Netherland)  

Amazon Germany :- https://amzn.to/2Gjkz89 (Poland)

Amazon Australia :- https://amzn.to/2Go0c9Y

 

5 Ways You’re Hurting Your Career Without Realizing It

There are certain behaviors that are bound to make you look bad on the job. Showing up late, for example, is a good way to incur your boss' wrath, as is ditching team meetings or handing assignments in past their deadlines. But there are certain less obvious things you might be doing at work that could damage your career in the long run. Here are five to be aware of.

1. Complaining Too Much To Your Peers

You probably know that constantly moaning in front of your boss isn't the best career move. But griping too much to your peers could have the same effect. If you gain a reputation as someone who's perpetually ungrateful and never satisfied, your colleagues won't want to partner with you on projects for fear that your negativity will impact them. A better bet, therefore, is to keep your complaining to a minimum. It's OK to grumble when your manager asks you to work late three nights in a row, but don't whine about every little thing that gets under your skin.

2. Not Shaking Things Up

Once you get used to a certain routine at work, sticking with it can be comforting. It's also a good practice in stress avoidance. After all, if you know what you're doing, you're less likely to make mistakes or face challenges that make you look weak. Here's the problem, though: If you keep up the same routine for too long, you'll risk cornering yourself into a dead-end job with limited to no room for growth. Instead, try asking your manager to work on a few new projects here and there so that you're dabbling in different things. Incidentally, this will help with the boredom factor, which might work wonders for your outlook.

3. Keeping To Yourself

It's a good thing to have the ability to focus on important assignments and avoid the distractions so many office workers face. But if you err on the side of not being social at work at all, it might impede your ability to build relationships with your peers. Rather than stay put at your desk staring at your laptop all the time, make an effort to meet new people and explore networking opportunities within your company. Knowing the right people might help your career just as much as your solid output.

4. Not Asking Your Boss For Feedback

Many employees would rather sit back and wait for their managers to critique their work rather than ask for feedback. But actually, the more feedback you receive, the more opportunities you'll get to improve as you go. Rather than avoid asking for feedback for fear of opening up a can of worms, ask your boss for a quarterly sit-down to discuss your performance. This will show your manager that you're invested in doing well and aren't too proud to accept criticism.

5. Working Late All The Time

You might think that working late consistently will help your career, since it shows your manager that you're willing to put in the time to get things done. But if you clock those long hours all the time, you'll risk burning out and having your performance suffer as a result. Rather than go that route, save your late nights for when the situation really warrants it, but leave the office at a reasonable hour a good amount of the time. That way, you won't be the person who gets taken advantage of by folks who come to expect a certain commitment you were never obliged to make in the first place.

The last thing you want to do is engage in behavior that hurts your career instead of helping it. Avoid these mistakes, and with any luck, you'll excel on the job and keep moving forward.

Thanks to Maurie Backman / The Motley Fool / Glassdoor
https://www.glassdoor.com/blog/hurting-your-career/?utm_source=newsletter&utm_medium=email&utm_content=031819_401k&utm_campaign=mar19_us

Please Extend Your Patronage...

Kindly Like, Comment, Share, Following:-

"Knowledge Center" For Latest Updates ... Facebook.com/KnowledgeCenter3579

"Knowledge Center" For Latest Updates ... https://ZiaullahKhan.blogspot.com

To Support Facebook "Knowledge Center" & Blog "Knowledge Center" Contents, Please Use This Link: - PayPal.me/ZiaullahKhan1

Or Use this Email Address for PayPal (To Support Knowledge Center Channel):-KnowledgeCenter3579@gmail.com

Amazon USA :- https://amzn.to/2GjhTaB                                

Amazon UK  :- https://amzn.to/2ByqMcp

Amazon Italy :- https://amzn.to/2BEV0e3 (Libri)                     

Amazon Italy :- https://amzn.to/2TGMHoJ (Libri In Altre Lingue)

Amazon Spain :- https://amzn.to/2WUIYWL (Libros)              

Amazon Spain :- https://amzn.to/2TJizZQ (Libros En Idiomas Extranjeros)

Amazon France :- https://amzn.to/2TJmuWA (Livres)            

Amazon France :- https://amzn.to/2WUJlR9 (Livres Anglais Et Etrangers)

Amazon Canada :- https://amzn.to/2TMkVHK (English)         

Amazon Canada :- https://amzn.to/2thpf68 (Livres En Français)

Amazon Germany :- https://amzn.to/2THR7Mh (Bücher)       

Amazon Germany :- https://amzn.to/2THR7Mh (Bücher Fremdsprachig)

Amazon Germany :- https://amzn.to/2I5v54H (English)          

Amazon Germany :- https://amzn.to/2THohvt (Dutch)

Amazon Germany :- https://amzn.to/2GlQNzM (Netherland)  

Amazon Germany :- https://amzn.to/2Gjkz89 (Poland)

Amazon Australia :- https://amzn.to/2Go0c9Y

How To Succeed At A Career Fair

Think a career fair is a waste of time? Think again. It’s a space packed with people searching to fill open roles and make connections for future opportunities—the perfect place for a soon-to-be college grad to score a new job or network with a dream company. But it’s not enough to simply show up: To be successful at a career fair, there are several things you should do before you go and while you’re there.

Here, we asked career experts to walk you through how to succeed at a career fair.

1. Search For Open Roles.

Before the fair, get a list of the companies that will be attending—then search their sites (and Glassdoor) to see if they have any open roles for which you might be a fit. “Prioritize which companies you want to visit based on your goals for your target industries, roles, and locations,” says Jenny Zenner, career advisor and senior director of technology careers at University of Virginia Darden School of Business.

2. Research Your Target Companies.

Now, take that list of companies whose booths you’d like to stop by and research them. “Go through their website, current news, Glassdoor, and LinkedIn,” Zenner says. “See if you have any contacts at those companies—such as fellow alums, friends, and family—and reach out in advance to learn more about what they do.” Armed with inside knowledge, you’ll be sure to impress company representatives.

3. Plot A Path.

Grab a map of the fair (one should be available online) and find the companies you’d like to visit, then create a path that will help you make the most of your time there—one that starts with the most popular brands. “Arrive early so that you can get to the popular companies that likely will have lines,” Zenner says. “After you’ve visited all the companies on your priority list, then you can circle back to visit other booths.”

4. Dress For Success.  

Jan Hudson, COO of the recruiting firm Surf Search, recommends that men where a sports jacket while women should don a blazer or other business attire. “You’re looking for a job, not headed to class,” she reminds us. Be “neat, tidy, and pressed.”

5. Connect The Dots For Representatives.

When you approach a booth and discuss open roles, don’t forget to connect the dots, says career and life coach Kyle Elliott. “Ask questions about open positions, then be ready to discuss how your knowledge, skills, and passion align with the positions your target company is hiring for,” he says. “Demonstrate how your experience has prepared you perfectly to join the company,” or how you’d fit with company culture.  

6. Bring More Resumes Than You Think You’ll Need.  

You’ll bring resumes to the fair, for sure, but bring plenty of extras. You never know who you will meet, and you don’t want to be caught without one. “Make sure [your resume] is as polished as it can be for a newly graduating candidate entering the workforce,” says Hudson. “Get help from career counseling on writing that resume with applicable examples of your successes as a student.” The very best resumes will include internships, applicable work experience, and college activities, she says.

7. Practice Talking With Representatives.

Don’t wait for real-time to talk yourself up. “Work on your communications skills ahead of time with a friend,” says Hudson. “There is nothing like good-old role playing to help you feel more comfortable.” Search online and find top behavioral interview question prompts, she suggests, then run through answering them—several times—with your friend. Practice showing confidence without being overly arrogant, she says, as well as listening to another person and not overtaking them.

8. Follow Up.

After you leave the fair, “send a thank you email and a hand-written note to each person you met,” says Elliott. Then, you can keep the conversation going by adding the representative with whom you met to your contacts on LinkedIn, as well as “requesting an informational interview to learn more about the company,” he says.

Thanks to Jillian Kramer / Glassdoor
https://www.glassdoor.com/blog/how-to-succeed-at-a-career-fair/?utm_source=newsletter&utm_medium=email&utm_content=031819_401k&utm_campaign=mar19_us

Please Extend Your Patronage...

Kindly Like, Comment, Share, Following:-

"Knowledge Center" For Latest Updates ... Facebook.com/KnowledgeCenter3579

"Knowledge Center" For Latest Updates ... https://ZiaullahKhan.blogspot.com

To Support Facebook “Knowledge Center” & Blog “Knowledge Center” Contents, Please Use This Link: - PayPal.me/ZiaullahKhan1

Or Use this Email Address for PayPal (To Support Knowledge Center Channel):-KnowledgeCenter3579@gmail.com

Amazon USA :- https://amzn.to/2GjhTaB                                

Amazon UK  :- https://amzn.to/2ByqMcp

Amazon Italy :- https://amzn.to/2BEV0e3 (Libri)                     

Amazon Italy :- https://amzn.to/2TGMHoJ (Libri In Altre Lingue)

Amazon Spain :- https://amzn.to/2WUIYWL (Libros)              

Amazon Spain :- https://amzn.to/2TJizZQ (Libros En Idiomas Extranjeros)

Amazon France :- https://amzn.to/2TJmuWA (Livres)            

Amazon France :- https://amzn.to/2WUJlR9 (Livres Anglais Et Etrangers)

Amazon Canada :- https://amzn.to/2TMkVHK (English)         

Amazon Canada :- https://amzn.to/2thpf68 (Livres En Français)

Amazon Germany :- https://amzn.to/2THR7Mh (Bücher)       

Amazon Germany :- https://amzn.to/2THR7Mh (Bücher Fremdsprachig)

Amazon Germany :- https://amzn.to/2I5v54H (English)          

Amazon Germany :- https://amzn.to/2THohvt (Dutch)

Amazon Germany :- https://amzn.to/2GlQNzM (Netherland)  

Amazon Germany :- https://amzn.to/2Gjkz89 (Poland)

Amazon Australia :- https://amzn.to/2Go0c9Y