Compliance Inteview (Urology)

[anonymous]

Are you saying because it didn't happen to you, it didn't happen?

No - the person above who obviously must be the smartest person in the whole division made a blanket statement that every team had at least 3. Not true. Just called a spade a spade in that most fools on here talk like they actually know what happens around the Nation. They have no idea. I've been here for 4 years and lived through all the changes and have never been pressured - but the genius said that my boss did. Not true.

The fact of the matter is that people broke rules. They cheated or changed something and that was against rules. Same thing for off label promotion - anyone who has been in this industry for a minute should know you can only promote what's on label - instead they blame Tina. Time to look inward and not blame others. You messed up. Consequences sucked but you still messed up. No one held a gun to your head. Throughout life you can feel pressure from others but you still need to make your own choices. Time to live with them and move on. Someone in the east has no clue what happens in the south or the west and vice versa. Stop the crying. Realize you either purposely acted as a cheater or made a bad mistake.

 

[anonymous]

Last time i checked this isnt the ghetto and no one holds a gun to anyone's head . You have no idea the pressure to get Arbo and get it even when you were 60 percent to goal and it didnt benefit you sooo now I'm getting ghetto shut the fuck up u have no idea what u are saying obviously u are unaffected by this situation and dont need to decend a shitty process or shady managers who would throw under the bus to save their own asses which by the way will happen if they get questioned about allocations so hope u can prove all your fake neuro business

 

[anonymous]

Reading comprehension skills are soooooo important.

 

[anonymous]

Last time i checked this isnt the ghetto and no one holds a gun to anyone's head . You have no idea the pressure to get Arbo and get it even when you were 60 percent to goal and it didnt benefit you sooo now I'm getting ghetto shut the fuck up u have no idea what u are saying obviously u are unaffected by this situation and dont need to decend a shitty process or shady managers who would throw under the bus to save their own asses which by the way will happen if they get questioned about allocations so hope u can prove all your fake neuro business

We, Actavis, hear and feel your pain. Personally I wouldn't go to Any Interview or conversation without my attorney. Some of us are real and have integrity. It's truly sad you have to prove it. Best Wishes!

 

[anonymous]

Last time i checked this isnt the ghetto and no one holds a gun to anyone's head . You have no idea the pressure to get Arbo and get it even when you were 60 percent to goal and it didnt benefit you sooo now I'm getting ghetto shut the fuck up u have no idea what u are saying obviously u are unaffected by this situation and dont need to decend a shitty process or shady managers who would throw under the bus to save their own asses which by the way will happen if they get questioned about allocations so hope u can prove all your fake neuro business

This seems like a real winner you have in Urology. I'm sure Actavis would hate to lose this person as they seem to be a good person. Wow! Where do you guys find these people? Glad to be on a legacy Actavis team.

 

[anonymous]

What is legacy actavis ? Forest ? Watson ? Pfizer ? Your company is a joke with no identity just keeps buying small shitty companies with big plans of getting acquired by Pfizer ... You were nothing before all these acquisitions and will be nothing once pfizer goes through. Enjoy getting 8 signatures a day . Most of the allergan reps started their careers that way at age 23... We have advanced and you are all still doing the same thing . Sad , you have no idea what good looks like . Enjoy your early package .

 

[anonymous]

What is legacy actavis ? Forest ? Watson ? Pfizer ? Your company is a joke with no identity just keeps buying small shitty companies with big plans of getting acquired by Pfizer ... You were nothing before all these acquisitions and will be nothing once pfizer goes through. Enjoy getting 8 signatures a day . Most of the allergan reps started their careers that way at age 23... We have advanced and you are all still doing the same thing . Sad , you have no idea what good looks like . Enjoy your early package .

Thanks, but I don't think anyone was asking for your approval of their career choices or your endorsement of their employer. Although, you sound hella cool, so maybe you can share your Instagram and Twitter handle on here and we can all follow you to see what good looks like. Stay classy!

 

[anonymous]

CB you just lost 18 reps and two managers.... U have nothing to say ? Hey guys hold tight ? Sorry for all the upset and confussion ? Nothing ? Not one blessed thing ? You have a manager going out on disability to avoid a grueling compliance interview ... Cat got your tongue ? Lori no words of wisdom ? Two jokers . We all can see how you lead from behind . How can we trust you at this point ? You loose people daily . Not an issue ? All about the Botox overall number right ? Again no accountability for your own numbers . Clearly people are sad about what happened . Clearly people don't have trust and faith like they did last year ... Clearly people are hesitant about what pfizer will do ..... Nothing to say ? Not one conference call ... Wow.

FOLLOWERS EXPECTATIONS OF LEADERS

According to US research, followers expect the following four characteristics of their leaders, in descending order of importance.

1. Honest (truthful, trustworthy, consistent in word and deed, has character, has convictions)
2. Forward-looking (sense of direction and concern for the future)
3. Inspiring (enthusiastic, energetic, positive about the future)
4. Competent (capable, productive, effective)

In combination, these characteristics determine a leader’s credibility. When employees perceive management to have high credibility and a strong philosophy, employees are more likely to:
· Be proud to tell others they are part of the organization
· Have a strong sense of team spirit (like wearing Team AGN bracelets)
· See their own values as consistent with those of the organization
· Feel a sense of ownership about the organization
· Feel attached and committed to the organization

In contrast, those who do not perceive management to be credible work primarily for money, produce only when watched (Veeva?), bad-mouth the organization in private (Cafepharma?), and would consider leaving the organization in rough times (who wants to work here after the “compliance interview” shit show?). In other words, there is a positive payoff for leaders and management teams to work hard at building and preserving their credibility with subordinates (has any of that been lost in this process? CB/LL, where have you gone, Joe di Maggio?).

Finally, Leadership is closely related to organizational ethics. In a study of managerial values, 92 percent reported that “the behavior of those in charge is the principal determinant of the ‘ethical tone’ of my firm.” To make matters worse, one-third of these employees felt their bosses engaged in unethical behaviors and were less concerned about ethics than they were.

If these statistics are accurate and true, what does that say about the Urology division? It better not just be the reps taking the fall. The "problems" run much deeper.

 

[anonymous]

FOLLOWERS EXPECTATIONS OF LEADERS

According to US research, followers expect the following four characteristics of their leaders, in descending order of importance.

1. Honest (truthful, trustworthy, consistent in word and deed, has character, has convictions)
2. Forward-looking (sense of direction and concern for the future)
3. Inspiring (enthusiastic, energetic, positive about the future)
4. Competent (capable, productive, effective)

In combination, these characteristics determine a leader’s credibility. When employees perceive management to have high credibility and a strong philosophy, employees are more likely to:
· Be proud to tell others they are part of the organization
· Have a strong sense of team spirit (like wearing Team AGN bracelets)
· See their own values as consistent with those of the organization
· Feel a sense of ownership about the organization
· Feel attached and committed to the organization

In contrast, those who do not perceive management to be credible work primarily for money, produce only when watched (Veeva?), bad-mouth the organization in private (Cafepharma?), and would consider leaving the organization in rough times (who wants to work here after the “compliance interview” shit show?). In other words, there is a positive payoff for leaders and management teams to work hard at building and preserving their credibility with subordinates (has any of that been lost in this process? CB/LL, where have you gone, Joe di Maggio?).

Finally, Leadership is closely related to organizational ethics. In a study of managerial values, 92 percent reported that “the behavior of those in charge is the principal determinant of the ‘ethical tone’ of my firm.” To make matters worse, one-third of these employees felt their bosses engaged in unethical behaviors and were less concerned about ethics than they were.

If these statistics are accurate and true, what does that say about the Urology division? It better not just be the reps taking the fall. The "problems" run much deeper.

Workplace morale heads down: 70% of Americans negative about their jobs, Gallup study shows

'Bosses from hell' are giving U.S. workers the Monday blues. Gallup's 2013 State of the American Workplace report had grim findings, including that 70% of those surveyed either hate work or are completely disengaged, and perks don't help.

BY Beth Stebner

NEW YORK DAILY NEWS
Monday, June 24, 2013, 4:49 PM

Even perks like ping pong tables and free lunch can't mask the ugly truth - that most Americans hate their jobs and are merely trying to survive each day at the office.

An alarming 70% of those surveyed in a recent Gallup poll either hate their jobs or are completely disengaged, and not even incentives and extras can extricate them from the working man's blues.

The other findings of Gallup's 2013 State of the American Workplace report were grim; at best, 30% of the 150,000 full and part-time workers surveyed honestly enjoyed their jobs and their bosses.

But that's where the good news stopped.

A full 20% of respondents are what Gallup classifies as "actively disengaged," the ones who are muttering complaints at the water cooler and using their lunch breaks to scour job postings online.

The remaining 50% of U.S. workers are "disengaged," according to the report, meaning that while they show up for work, they are not "inspired by their managers."

Not even alluring workplace perks like nap rooms, free lunches, and massages take the place of engagement. Gallup said that 44% of workers with available flex time had higher well-being than those simply with a lot of perks.

And perhaps most startling is that Gallup found that those allowed to work remotely were more engaged - a finding that goes contrary to Yahoo! CEO Marissa Meyer's recent ordinance to stop all telecommuting of employers.

Jim Clifton, Gallup's chairman and CEO, said in a statement that poor management was one of the leading causes for employee disengagement.

Many surveyed complained of "bosses from hell" who ignored talent and didn't cultivate growth.

But the implications of the report go much deeper. The report state that the dissatisfaction, anger, and boredom felt by workers hurts the economy, which has been feeble since the Great Recession of 2008.

It also costs the U.S. an estimated $450 billion to $550 billion per annum of lost productivity, stolen goods, and missed days of work.

According to Gallup, 28% of American workers were engaged in their organizations, two points lower than the 30% engaged in 2012.

Gallup measured engagement by asking questions like, "I know what is expected of me at work," "I have the materials and equipment I need to do my work right," and "In the last six months, someone at work has talked to me about my progress."

If these alarming statistics are accurate, how does anyone succeed as a LEADER?!?!

 

[anonymous]

FOLLOWERS EXPECTATIONS OF LEADERS

According to US research, followers expect the following four characteristics of their leaders, in descending order of importance.

1. Honest (truthful, trustworthy, consistent in word and deed, has character, has convictions)
2. Forward-looking (sense of direction and concern for the future)
3. Inspiring (enthusiastic, energetic, positive about the future)
4. Competent (capable, productive, effective)

In combination, these characteristics determine a leader’s credibility. When employees perceive management to have high credibility and a strong philosophy, employees are more likely to:
· Be proud to tell others they are part of the organization
· Have a strong sense of team spirit (like wearing Team AGN bracelets)
· See their own values as consistent with those of the organization
· Feel a sense of ownership about the organization
· Feel attached and committed to the organization

In contrast, those who do not perceive management to be credible work primarily for money, produce only when watched (Veeva?), bad-mouth the organization in private (Cafepharma?), and would consider leaving the organization in rough times (who wants to work here after the “compliance interview” shit show?). In other words, there is a positive payoff for leaders and management teams to work hard at building and preserving their credibility with subordinates (has any of that been lost in this process? CB/LL, where have you gone, Joe di Maggio?).

Finally, Leadership is closely related to organizational ethics. In a study of managerial values, 92 percent reported that “the behavior of those in charge is the principal determinant of the ‘ethical tone’ of my firm.” To make matters worse, one-third of these employees felt their bosses engaged in unethical behaviors and were less concerned about ethics than they were.

If these statistics are accurate and true, what does that say about the Urology division? It better not just be the reps taking the fall. The "problems" run much deeper.

Workplace morale heads down: 70% of Americans negative about their jobs, Gallup study shows

'Bosses from hell' are giving U.S. worker the Monday blues. Gallup's 2013 State of the American Workplace report had grim findings, including that only 70% of those surveyed either hate work or are completely disengaged, and perks don't help.

BY BETH STEBNER
NEW YORK DAILY NEWS
Monday, June 24, 2013, 4:49 PM

Even perks like ping pong tables and free lunch can't mask the ugly truth - that most Americans hate their jobs and are merely trying to survive each day at the office.

An alarming 70% of those surveyed in a recent Gallup poll either hate their jobs or are completely disengaged, and not even incentives and extras can extricate them from the working man's blues.

The other findings of Gallup's 2013 State of the American Workplace report were grim; at best, 30% of the 150,000 full and part-time workers surveyed honestly enjoyed their jobs and their bosses.

But that's where the good news stopped.

A full 20% of respondents are what Gallup classifies as "actively disengaged," the ones who are muttering complaints at the water cooler and using their lunch breaks to scour job postings online.

The remaining 50% of U.S. workers are "disengaged," according to the report, meaning that while they show up for work, they are not "inspired by their managers."

Not even alluring workplace perks like nap rooms, free lunches, and massages take the place of engagement. Gallup said that 44% of workers with available flex time had higher well-being than those simply with a lot of perks.

And perhaps most startling is that Gallup found that those allowed to work remotely were more engaged - a finding that goes contrary to Yahoo! CEO Marissa Meyer's recent ordinance to stop all telecommuting of employers.

Jim Clifton, Gallup's chairman and CEO, said in a statement that poor management was one of the leading causes for employee disengagement.

Many surveyed complained of "bosses from hell" who ignored talent and didn't cultivate growth.

But the implications of the report go much deeper. The report state that the dissatisfaction, anger, and boredom felt by workers hurts the economy, which has been feeble since the Great Recession of 2008.

It also costs the U.S. an estimated $450 billion to $550 billion per annum of lost productivity, stolen goods, and missed days of work.

According to Gallup, 28% of American workers were engaged in their organizations, two points lower than the 30% engaged in 2012.

Gallup measured engagement by asking questions like, "I know what is expected of me at work," "I have the materials and equipment I need to do my work right," and "In the last six months, someone at work has talked to me about my progress."


If these statistics are accurate and true, how does anyone succeed as a LEADER?!?!

 

[anonymous]

You have summed it all up perfectly . Maybe you can lead the division . You seem to be more knowledgeable than CB , LL and BM . He is another spineless ass who thinks his fearless leaders can have all these reps fall on their watch and it is all good to him ? No one has to answer after the sacrificed all these good reps jobs ? Maybe Richard will get everyone a job . He was the smartest one here

 

[anonymous]

Workplace morale heads down: 70% of Americans negative about their jobs, Gallup study shows

'Bosses from hell' are giving U.S. workers the Monday blues. Gallup's 2013 State of the American Workplace report had grim findings, including that 70% of those surveyed either hate work or are completely disengaged, and perks don't help.

BY Beth Stebner

NEW YORK DAILY NEWS
Monday, June 24, 2013, 4:49 PM

Even perks like ping pong tables and free lunch can't mask the ugly truth - that most Americans hate their jobs and are merely trying to survive each day at the office.

An alarming 70% of those surveyed in a recent Gallup poll either hate their jobs or are completely disengaged, and not even incentives and extras can extricate them from the working man's blues.

The other findings of Gallup's 2013 State of the American Workplace report were grim; at best, 30% of the 150,000 full and part-time workers surveyed honestly enjoyed their jobs and their bosses.

But that's where the good news stopped.

A full 20% of respondents are what Gallup classifies as "actively disengaged," the ones who are muttering complaints at the water cooler and using their lunch breaks to scour job postings online.

The remaining 50% of U.S. workers are "disengaged," according to the report, meaning that while they show up for work, they are not "inspired by their managers."

Not even alluring workplace perks like nap rooms, free lunches, and massages take the place of engagement. Gallup said that 44% of workers with available flex time had higher well-being than those simply with a lot of perks.

And perhaps most startling is that Gallup found that those allowed to work remotely were more engaged - a finding that goes contrary to Yahoo! CEO Marissa Meyer's recent ordinance to stop all telecommuting of employers.

Jim Clifton, Gallup's chairman and CEO, said in a statement that poor management was one of the leading causes for employee disengagement.

Many surveyed complained of "bosses from hell" who ignored talent and didn't cultivate growth.

But the implications of the report go much deeper. The report state that the dissatisfaction, anger, and boredom felt by workers hurts the economy, which has been feeble since the Great Recession of 2008.

It also costs the U.S. an estimated $450 billion to $550 billion per annum of lost productivity, stolen goods, and missed days of work.

According to Gallup, 28% of American workers were engaged in their organizations, two points lower than the 30% engaged in 2012.

Gallup measured engagement by asking questions like, "I know what is expected of me at work," "I have the materials and equipment I need to do my work right," and "In the last six months, someone at work has talked to me about my progress."

If these alarming statistics are accurate, how does anyone succeed as a LEADER?!?!

Red herring. You're argument seems to be more geared toward leadership, my argument is credibility of leadership. If leadership doesn't have credibility, what do you have?

Furthermore, leadership is related to organizational ethics. If there is an ethics problem, there is a leadership problem. Morale problem doesn't equate to ethics problem necessarily.

 

[anonymous]

Red herring. You're argument seems to be more geared toward leadership, my argument is credibility of leadership. If leadership doesn't have credibility, what do you have?

Furthermore, leadership is related to organizational ethics. If there is an ethics problem, there is a leadership problem. Morale problem doesn't equate to ethics problem necessarily.

I'm actually saying that you are ALL set-up to fail. You'll just have to trust that I sincerely empathize with your point of view and I acknowledge that the majority of people would agree with you.

My point was that in order to give your argument and yourself more credibility --this is an anonymous board-- you also need to take into account or explore the opposing point of view. You use initials on here, but you are pleading for REAL people's heads on sticks. That doesn't seem like a mature, reasonable response when we may never know the FACTS of who was responsible for what. Everyone is way too emotional right now, fear and anxiety can push people.

 

[anonymous]

Basically upper management is being paid large 6 figure salaries , private jets , stock and everything else and they are not leaders in this sad situation . They have offered no comfort or words of wisdom during this difficult time . They were there through the good times and where are they during these troublesome times ? Probably getting reay to enjoy an all w lenses trip paid to Mexico .

 

[anonymous]

I'm actually saying that you are ALL set-up to fail. You'll just have to trust that I sincerely empathize with your point of view and I acknowledge that the majority of people would agree with you.

My point was that in order to give your argument and yourself more credibility --this is an anonymous board-- you also need to take into account or explore the opposing point of view. You use initials on here, but you are pleading for REAL people's heads on sticks. That doesn't seem like a mature, reasonable response when we may never know the FACTS of who was responsible for what. Everyone is way too emotional right now, fear and anxiety can push people.

Pleading for REAL people's heads on sticks, I don't know, there are 18+ people no longer here. Were they not also real? This isn't over, but it would be shameful if upper management isn't held accountable for any part of this. The point of the post was that 1) there isn't a lot of leadership going on, and 2) upper management creates the culture of the organization. If 25% of the organization was let go for "cheating", that to me is part of the culture. The culture change needs to come from the top down, not the bottom up. That's not good leadership.

 

[anonymous]

Red herring. You're argument seems to be more geared toward leadership, my argument is credibility of leadership. If leadership doesn't have credibility, what do you have?

Furthermore, leadership is related to organizational ethics. If there is an ethics problem, there is a leadership problem. Morale problem doesn't equate to ethics problem necessarily.

Be realistic and honest...is there anything that leadership could say in this situation that wouldn't just be falling on deaf ears? And, I don't see leadership on here throwing shade at individual employees for alleged wrong doings...maybe they hold themselves to a higher ethical standard?

 

[anonymous]

Oh yeah after all of this upper management is held to a higher standard ? The only one who would think that is LL . Hi LL thanks for signing on tonight ....

 

[anonymous]

Be realistic and honest...is there anything that leadership could say in this situation that wouldn't just be falling on deaf ears? And, I don't see leadership on here throwing shade at individual employees for alleged wrong doings...maybe they hold themselves to a higher ethical standard?

We appreciate your response, Mr. Manager. Higher ethical standards, really? BS.
CB started the cheating scandal several years ago, then other Managers followed suit. False allocation percentages and arbo was a directive from management and approved by management. If you played their game, you were rewarded and several were promoted. If you didn't, you were put on a plan. This division has been nothing but a shitshow from day one due to inexperienced managers trying to make a name from themselves. thank you a Management, you have destroyed this division and some reps lives.

 

[anonymous]

Be realistic and honest...is there anything that leadership could say in this situation that wouldn't just be falling on deaf ears? And, I don't see leadership on here throwing shade at individual employees for alleged wrong doings...maybe they hold themselves to a higher ethical standard?

How about acknowledging why perhaps when upper level management consistently put up your four quadrant types of employees that the low performing, poor attitude reps where disgusted knowing the tactics that were used for all these cheaters to make $ and win trips. No wonder your high performers were so positive-- all the way to the bank. Maybe thank the people left who some were told to "find" arbos but they took the high road & didn't succumb to the pressure. That might be nice. That wouldn't fall on deaf ears. How about some appreciation for the ethical ones who worked just as hard and made alot less money, even without their 4th quarter bonus they're whining about not getting. Add up all the fake bonuses you people got over the years & I'm sure it makes up for your lack of a final bonus. An apology for letting us have to sit back & watch this circus while upper management put these people on pedestals would be super.

 

[anonymous]

How about acknowledging why perhaps when upper level management consistently put up your four quadrant types of employees that the low performing, poor attitude reps where disgusted knowing the tactics that were used for all these cheaters to make $ and win trips. No wonder your high performers were so positive-- all the way to the bank. Maybe thank the people left who some were told to "find" arbos but they took the high road & didn't succumb to the pressure. That might be nice. That wouldn't fall on deaf ears. How about some appreciation for the ethical ones who worked just as hard and made alot less money, even without their 4th quarter bonus they're whining about not getting. Add up all the fake bonuses you people got over the years & I'm sure it makes up for your lack of a final bonus. An apology for letting us have to sit back & watch this circus while upper management put these people on pedestals would be super.

Check this out! http://www.cnbc.com/2016/02/19/sales-rep-for-insys-painkiller-company-pleads-guilty.html
Be Glad you took the high road. This chick is going to jail for Opoids but it's the same problem and believe me you, I'd rather sleep without the skeletons and skip the trip. You're on the hook whether you still work here or not. This can happen to All of you and just like this woman was left on her own, Allergan will No Longer Know you when the FEDS come knocking. I think the "low performers " should be grateful and proud. Just like cancer, this stuff spreads and doesn't go away!