佳揚生技長期專注於核酸藥物與癌症免疫療法的創新研發，核心技術整合了優化設計的核酸序列與臨床驗證的TriGrid自動化電穿孔遞送平台。在本次評選中，佳揚生技旗下專注於清除高致病性人類乳突病毒（HPV 16）之子宮頸高度癌前病變（CIN 2/3）的主力候選藥物——PVX4，獲得了評審團的高度肯定。全球CIN 2/3患者面臨「無藥可醫」的困境，而現行標準治療仍高度依賴侵入性的手術切除，其不僅具備出血與早產等副作用風險，術後復發率亦高達14%。佳揚生技的PVX4免疫療法則提供了一種非侵入性的全新選擇。在Phase I臨床試驗數據中，PVX4在所有劑量組中均展現出優異的安全性和耐受性，並成功在接受治療的患者中達成了高達80%（7/9位）的HPV 16病毒與病變細胞清除率。

目前，佳揚生技正全力推進PVX4的跨國、多中心Phase II臨床試驗，在台灣各大醫學中心與美國亞伯特愛因斯坦醫學院招募138名受試者，以組織學退化與HPV 16陰性為主要療效指標。在公司共同創辦人中研院吳子丑院士與Richard Roden教授的學術領導下，佳揚生技也同步將該平台技術延伸至胰臟癌等高度RAS突變癌症的免疫治療開發中。

未來，佳揚生技將加速完成PVX4二期臨床研究、胰臟癌免疫治療藥物開發、與CDMO產能放大，全力衝刺2026至2027年間的IPO籌備工作。此次榮獲NBRP首獎，佳揚生技除獲頒10萬元獎金外，也將獲得由資誠（PwC）提供的專業諮詢，以及參與BIO Asia–Taiwan

BIO USA國際推廣等加值資源。這項榮譽不僅是國家級學研與產業界對佳揚生技技術成熟度的肯定，也為佳揚生技未來在全球授權布局與邁向國際市場奠定了堅實基礎。

https://www.ctee.com.tw/news/20260714701706-430504

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晚間六點零五分，首先由公司創辦人兼首席科學顧問-中研院院士吳子丑教授暨醫師-為現場來賓講述佳揚的緣起與願景來揭開餐會的序幕。

接著再由總經理-馬牧周醫師-說明公司現況與未來展望。

聚餐開始前，由董事長吳秀蘭女士結語。吳女士寄語大家共襄盛舉，與佳揚共同創造台灣經濟奇蹟。說明餐會於九點三十分完滿結束。

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Motivation comes from two places — intrinsic, which comes from within, and extrinsic, which comes from external forces. As a leader, it’s easy to rely on incentives, penalties and other extrinsic motivation – “If you do X, you will get Y” — but these kinds of incentives only go so far. The best coaches on the ball field and the best leaders in the office understand that to build a truly winning culture, you need to create intrinsic motivation. Inspiring those you lead to do great work for the love of the work itself and not because they’ll receive a trophy at the end of the game or a mention in the next company newsletter.

But how do you instill that passion? Here are six lessons I’ve learned from coaches to foster intrinsic motivation in your office.

Link individual to team success

Motivation soars when athletes know their actions can make the difference between a team win or a loss. On the field, this can be clear cut – hustling for a loose ball can mean the difference between a turnover or a goal. At work, the link between an employee’s day-to-day work and the success of the business can be less obvious but employees must understand the importance of their contribution to the success of their department and company as a whole.

Shoot for ‘small wins’

One secret of successful athletes is their ability to break down goals into discrete parts. Instead of focusing on their dream of breaking a record, they focus instead on the small steps that will help them get there — increasing their mileage, lifting more in the weight room, even something as small as drinking more water.

Small wins allow your team to focus on making steady progress and motivate them to keep working towards the larger goal.

There’s important reasoning behind this: psychologist Karl Weick says goals can be counterproductive to motivation. People are often discouraged when confronted with a large, daunting challenge. Weick’s advice? Reframe goals into smaller challenges with visible results that he calls “small wins.” Small wins allow your team to focus on making steady progress and motivate them to keep working towards the larger goal.

Practice makes perfect

As athletes notice their skills improving, their intrinsic motivation grows and they work harder. Give your teams the chance to practice and hone their skills, whether it’s through internal training or external resources. There are so many great professional development platforms (from General Assembly to Coursera) and skill-building events available today, and making these available to your team will only bolster their performance and attitude about their work.

Build relationships

Athletes who care about their coaches and teammates become invested in their team’s success as well as their own. Great managers create bonds that spread among team members. This doesn’t mean just friending your direct reports on Facebook or taking them out for drinks. It means making a concerted effort to understand them, their strengths, weaknesses, passions and fears.

Praise the effort – not the outcome

Too much generalized praise such as “You’re awesome” and “You’re a rock star!” can actually decrease motivation.

Recognize your employees’ contributions, big and small, with positive reinforcement. But keep in mind it’s better to reward the effort than the person. Too much generalized praise such as “You’re awesome” and “You’re a rock star!” can actually decrease motivation. Researchers from the University of Chicago found that children who are praised for their performance – for example “You worked really hard” – instead of abstract personal praise such as “You are smart” are more likely to embrace challenging tasks in the future. Your direct reports aren’t toddlers but the idea is the same: reinforcing the hard work helps an employee understand what worked.

Have fun

The most motivated teams are also the happiest. But what comes first: the motivation or the enjoyment? Economic expert Andrew J. Oswald studied the impact of happiness on productivity and found that a positive mindset can improve performance. In one study, subjects were shown a video – either of comedy routines or a “placebo” video that wasn’t as funny. Those shown the comedy video were 12 percent more productive than those who saw the less funny video.

Intrinsic motivation is essential for high-performing teams. Those leaders who understand the difference between internal and external motivators and know how to harness them will have the edge on their competition, on the field or in the marketplace.

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Post from Entrepreneur

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