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I constantly hear from managers “how do I motivate my employees?” You can’t. Motivation is an inside-out individ

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

ual responsibility.

The role of a manager is to create an environment in which employees want to motivate themse

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

Examples of combination products may in

lves for peak performance.

There are two traditional methods of motivating employees that are being used in hund

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

reds of companies by thousands of managers to “MOTIVATE” employees. They are: Fear or punishment and Reward or In

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

centive. Both of these motivational environments are temporary and appeal to the outside-in need to be motivated.

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

Combination pro

Fear Motivation is based on punishment of some kind from withdrawal of a privilege to being fired. If Fear Mot

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

ivation is the dominant type you or your organization uses, I will bet you live with a great deal of frustration.

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

People can build up an immunity to your threats. And if they are not concerned about the punishment, it won’t mo

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

tivate them. Fear motivation is also negative and tends to de-motivate, the opposite of what you are attempting t

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

o accomplish.

Reward motivation is based on a want or need of the employee. Problem is, if they don’t want what

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

you are rewarding them with, guess what? I worked with a client last year where the average yearly sales compensa

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

Following aspects would a

tion was over $75,000 per employee. The president was frustrated because their potential was in excess of $200,00

dd to the challenges in developing combination products:

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

0 a year. No additional incentives would improve performance because each of the employees was satisfied with his

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

current compensation levels. So offering them bribes, bonuses or nicer drapes in their office didn't work to get

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

them to work harder to sell more so they could earn.

There is an old saying that says. “You can lead a horse to

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

water, but you can’t make him drink.” You can, however, put some salt in his oats to make him thirsty.

The onl

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

Professional from academic institutions, pharmaceutical industries, health care indust

y motivation that works for the long haul is turning over the responsibility of motivation to the individual. Tha

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

t’s why it is called self-motivation.

This third type of motivation is based on a person’s attitude development.

.

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

He does it more – not because you want him to, threaten him or promise him the moon – but because he wants to.

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

Companies that provide selfless information through particip

The key role of a manager is to hire self-motivated employees, then do as little as possible to de-motivate them.

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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Here we are just about forty years after the first women burned their bras and yet still – we don't have complete equality in the modern workplace. Let’s face it: that situation is just not good enough! Our places of work are essentially, despite everything, still male-dominated hierarchies based on the old command and control model of management that is generally acknowledged to be so outdated.

For many people, both in and out of business, one of the hardest things to do is listening to experts. Why? Because experts generally give advice that runs contrary to what people want to hear. Experts are not always right, but their opinions are worth consideration, especially if all you have to go on is a gut feeling.

You're excited about your new business venture but something went wrong...your business is 'killing' you. You're too tied up, no more free time, and you're so exhausted. What are the problems?

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