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Worldwide, the list of mosquito-borne diseases is growing due to increased international travel, global commerce, and the clearing of new lands for human habitation. Mosquito-borne viral diseases include those that cause hemorrhagic fever and neurologic disease. West Nile virus, which was first detected in the Western hemisphere in 1999, is one of several encephalitic viruses that now appears to be endemic in the United States. The curious evolution of the once relatively innocuous infection of birds is now causing deaths in birds, horses, and man. The incidence and fatality rate of West Nile virus in the United States is comparable to that of St. Louis encephalitis virus. Other than the supportive care typically provided to encephalitis patients, no treatments are available for persons with symptomatic West Nile virus infection. Dr. Sanchez presents the compelling recent history of the identification of West Nile virus infection in humans in New York in 1999 and the spread of West Nile virus through the United States. Only four states in the continental US have not reported laboratory-confirmed cases of West Nile virus infection.

Most conventional ‘change management’ programmes fail. This is mainly due to the fact that they are often based on wrong assumptions such as: . When we change the process/system, people will change their behaviour . Changes need to come from the top and filter down . Big changes need big actions . Cultural change is a painful, long-term process with no short-term results Viral Change(TM) provides a completely different framework for change. It is based on recent ‘discoveries’ across disciplines such as network and behavioural sciences. It shows how a combination of the right language and frame, a small set of non-negotiable behaviours (all spread by a small number of activists) and the creation of ‘tipping points’, creates lasting cultural change in organisations. Unlike conventional methods of change management, Viral Change(TM) is faster, far more effective, potentially more inclusive and certainly long lasting. Since change is constantly present in any organisation, this book will appeal to people at different levels of management or leadership, who want to reshape their culture through the power of internal social networks and aim at greater organisational effectiveness in day-to-day organisational life (not just during change initiatives).