Main Subject - Business

Non-cash incentive programs and fringe benefits can have a powerful influence on attitudes, which should in turn improve results. You can give employees the greatest incentive program, however, by impairing a sense of ownership

According to USFDA, a combination product is one composed of any combination of a drug and device; biological product and device; drug and biological product

in the organization.

If you don’t know what kind of incentive programs to employ so as to motivate your people to work and increase productivity, here are some tips that you can use:

1. Sharing the shares.

Use share schemes

; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.

Examples of combination products may in

as an incentive program to reward people for contributing to team success.

An employee who sees his or her efforts rewarded in company shares will, in theory, identify with the company, be committed to its success, and perform

lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.

more effectively.

In reality, it may be hard to tell whether the company’s success is due to employees owning shares, or whether the success itself has the led the company to issue shares. It is also difficult to know whether

here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe

employees would have performed les effectively if no shares had changed hands.

Nevertheless, by giving people a stake in the company as an incentive program, you are making a highly positive statement about them, which encoura

d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.

Combination pro

es them to feel positive in return.

2. Gifts are not just for Christmas.

Surprise people with gifts they do not expect. Expected remuneration has less impact than the unexpected. Even generous pay rises are taken for granted

ucts have become life saving products for the pharmaceutical companies who doesn’t have many innovative molecules in their product pipeline and have been inc

fter a while, as salary wish increase accordingly.

Incentive programs like a far smaller “payment,” in the form of a gift, have an unequal worth in the eyes of the recipient. An employee could use a cash award to buy a gift, p

easingly used in the product life cycle management. Even the companies having product patents are trying to extend their product life cycle through the combi

erhaps a weekend vacation, but that would provide less satisfaction than an incentive program in kind from the management as a reward for work well done.

Consider this, which incentive program is better: A company called for a

nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically

special meeting for all of the employees that had achieved the sales quota for the month. In the meeting, the company announced that the incentive is a gift certificate. They went to the Accounting Department, as instructed, si

and physically. They need to rightly judge the benefits of the combination products and they have to even look at the risks involved when combining the produ

ned their name, and off they go.

Or: The company gave them a specialized mug embossed with the word “Congratulations,” plus a special card with a special message personally written by the manager.

Between the two incentive pr

ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi

grams, the latter is more appreciative. Gift certificates could be a good incentive program but it is sometimes taxable, so they get only a fraction of what was written on it. Plus, the first incentive program is more rigid, la

ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.

Following aspects would a

cks personalization and appreciation.

On the other hand, the second incentive program is far more favourable. A more specialized and personalized gift ideas as incentive program can be more appreciated. It makes your employee

dd to the challenges in developing combination products:

Which markets to tap where the combination products can do fairly well?
Which combination prod

eel that they are individually valued especially if it comes with a “thank you” note.

Best of all, presents are also a better incentive program and a cost-effective method of motivating staff when cash is short or when competi

cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin

ion does not allow an increase pay.

3. Optimizing benefits.

Fringe benefits have become much less effective incentive programs financially in many countries because of tax changes, as mentioned earlier.

Good pension schemes,

tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen

however, have become more attractive as incentive programs wherever state-funded provision has fallen. The same applies to medical insurance. The knowledge that the company cares for its people in sickness, health, and old age

t?

As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel

is a basic yet a powerful factor.

Other benefits, such as company cars, paternity leave, vacations, and help with children’s education and care as incentive programs can improve the quality of people’s lives. Electronic device

ping new procedures for reviewing their safety, efficacy and quality.

Professional from academic institutions, pharmaceutical industries, health care indust

, from mobile phones to computers, directly benefit the company, but as an incentive program, the individual also gains personally from their availability.

Ultimately, loyal and happy employees tend to work harder, leading to

y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products

increased overall productivity.

4. Bequeath status.

The modern company, with its flat structure, horizontal management, and open style, avoids status symbols that are divisive and counter-productive. Reserve parking places an

.

As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de

separate dining rooms are rightly avoided.

However, important-sounding job titles are easy and economical forms of incentive program at the same time a better way of providing recognition and psychological satisfaction.

So,

elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.

Companies that provide selfless information through particip

ow you know that incentive programs don’t necessarily mean it has to be in the monetary form. Do remember that giving people incentive programs of any kind sends a very positive signal. As they say, it’s the thought that counts

tion in industry events and feedback to regulatory authorities would be able to face the challenges and will be successful in developing combination products

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Targeting and creating your organization's mission statement is a defining moment for your company and has lasting repercussions. As the mission statement delineates the purpose of your organization, how it can fulfill needs, and the values it ascribes to, its importance is clear. This article addresses how to create an effective mission statement -- one that inspires those inside and outside the organization.

Under the bean counter approach we have lost the personal touch for conducting business. Companies have become cold and calculating, certainly not the types of businesses we want to work for or with. Always remember that bean counters believe conducting business is simply manipulating numbers, not in building products or servicing customers. Yet, for some unfathomable reason, we have put them on a pedestal and expect them to competently guide our companies. But the only thing I see them guiding is our foreign competitors who take over our market share.

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