Call
+918447748545

Published on: Oct 28, 2020
2 minute read
By: Dr Rajan ( Medical Second Opinion Cell)

Hepatitis C Nobel Prize

Earlier this month the Nobel Prize in Physiology and Medicine was jointly awarded to Harvey J Alter, Michael Houghton and Charles M Rice for the discovery of the Hepatitis C virus. This helped push our understanding of blood-borne hepatitis, a major global health problem that is one of the leading causes of cirrhosis and liver cancer alongside Hepatitis B. It led the way in introducing new tests for chronic hepatitis as well as new treatments that have saved the lives of millions.

HEPATITIS

Hepatitis is the inflammation of your liver, the largest solid organ in your body. Though there are numerous other causes of hepatitis, including alcohol abuse, drugs and toxins (including paracetamol overdose), and autoimmune disorders (such as Wilson’s disease), viral infections are the most common worldwide causes for hepatitis. Hepatitis A was the first to be discovered, transmitted by polluted food and water, and results in a short-term transient hepatitis. Hepatitis B on the other hand is transmitted through blood and is more of an issue as it can lead to chronic cirrhosis and possible liver cancer. It can remain indolent in a person, causing disease long after the initial infection.

Blood borne hepatitis was first discovered in the 1960s, when it was found that some patients would become ill after receiving blood transfusions. Despite this discovery and new tests for Hepatitis B reducing the number of transfusion related hepatitis, a large number of cases remained.

NOT A, NOT B

Harvey Alter, working at the US National Institute of Health, was studying the occurrence of hepatitis in blood transfusion patients. His team showed that blood from these infected patients could transmit the disease to chimpanzees, resulting in hepatitis. This agent had the properties of a virus, one that was “non-A, non B” hepatitis.

Further investigation into the virus would require the input of Michael Houghton, working for Chiron pharmaceutical. His team created a collection of DNA fragments found in the blood of infected chimpanzees. Though the majority of these fragments were from the chimpanzee, enough were from the virus. They were able to utilise this information to identify antibodies against the suspected virus, and ultimately identify it as the flavivirus Hepatitis C.

The final piece of the puzzle was shown by Charles M Rice, a researcher at Washington University, St Louis – could the virus alone cause hepatitis. He studied the RNA of Hepatitis C to identify regions that may be used for replication, and areas that might hinder replication. This was key as the virus can lay dormant for years, replicating at a slow rate before causing damage to the liver. For researchers, this was an issue as it was not feasible to wait years and see if the suspected virus caused hepatitis. By genetically engineering the viral genome, he developed a variant of Hepatitis C that would only multiple rapidly and have no mechanism to inactivate itself for dormancy. This strain caused rapid changes to the livers of infected chimpanzees; the same changes seen in hepatitis patients.

. ;.,hrvxzThe impact was significant. Prior to this, receiving a blood transfusion was like Russian Roulette. You were receiving life saving therapy, but it coZuld also be a hidden death sentence. Now that hepatitis had been discovered, it became possible to screen patients prior to donation, to screen blood transfusion bags, and to start developing treatments for the virus.

The fight is not over yet. There are still over 70 million people who still live with the virus, and it still kills around 400,000 a year. Its only very recently that we have found treatments that can reduce the viral load in patients to levels that they are considered cured. This treatment remains expensive, and we are very far away from eradication itself.

Read Blog

Kindness Week – Recognize Employees Going the Extra Mile

In today’s fast-paced corporate world, deadlines, targets and performance metrics often dominate workplace conversations. However, one powerful factor that consistently drives employee satisfaction and productivity is kindness.

Kindness Week is a meaningful initiative designed to celebrate employees who go beyond their defined roles, support their colleagues and contribute positively to workplace culture. Recognizing those who consistently go the extra mile not only boosts morale but also strengthens organizational values.

Why Kindness Matters in the Workplace

Kindness in professional settings includes:

Offering help without being asked
Supporting team members during stressful periods
Maintaining respectful communication
Appreciating others’ contributions
Showing empathy during challenges

These small actions significantly influence employee wellbeing and workplace harmony.

Research in organizational psychology indicates that workplaces with higher levels of appreciation and positive reinforcement experience:

Better employee engagement
Lower stress levels
Higher productivity
Improved retention rates

The Purpose of Kindness Week

Kindness Week serves multiple objectives:

1. Encourage Positive Behavior

By highlighting positive actions, organizations reinforce desirable behaviors.

2. Promote Appreciation

Employees feel valued when their efforts are acknowledged publicly.

3. Strengthen Team Bonds

Recognition fosters collaboration and trust.

4. Improve Workplace Morale

Celebrating contributions creates a supportive environment.

Benefits of Recognizing Employees Who Go the Extra Mile

Boosted Motivation

When employees know their efforts are noticed, they are more motivated to maintain high performance.

Increased Engagement

Recognition creates emotional connection with the organization.

Better Mental Wellbeing

Feeling appreciated reduces stress and burnout.

Enhanced Organizational Reputation

A positive work culture attracts talent and strengthens employer branding.

How to Celebrate Kindness Week

1. Employee Appreciation Awards

Create categories such as:

Kindness Champion
Team Support Star
Helping Hand Award
Positive Attitude Leader

Keep criteria transparent and inclusive.

2. Gratitude Wall

Encourage employees to post thank-you notes recognizing colleagues’ contributions.

This creates visible appreciation within the organization.

3. Leadership Acknowledgment

Managers and senior leaders can personally recognize employees during team meetings.

Direct appreciation from leadership increases impact.

4. Team Lunch or Wellness Event

Organize:

Welcome lunches
Healthy snack days
Mindfulness sessions
Team-building activities

Combining kindness with wellness initiatives reinforces healthy workplace culture.

5. Random Acts of Kindness Challenge

Encourage employees to perform small acts such as:

Mentoring a junior colleague
Helping with workload
Writing appreciation emails
Sharing learning resources

Recognize participation at week’s end.

Kindness and Employee Retention

Studies consistently show that employees who feel recognized are more likely to remain loyal to their organizations.

Recognition contributes to:

Reduced turnover
Improved job satisfaction
Stronger commitment
Positive organizational citizenship behavior

Kindness Week may seem simple, but its long-term cultural impact can be significant.

Promoting Inclusivity During Kindness Week

Ensure recognition initiatives:

Avoid favoritism
Include all departments
Value non-managerial roles equally
Recognize behind-the-scenes contributions

Inclusivity strengthens fairness and trust.

Measuring the Impact

Organizations can assess the success of Kindness Week by tracking:

Employee feedback surveys
Participation rates
Team engagement metrics
Retention trends

Continuous appreciation initiatives beyond one week create sustainable results.

Building a Culture Beyond One Week

Kindness should not be limited to a single event. Companies can maintain momentum by:

Monthly recognition programs
Peer-to-peer appreciation platforms
Wellness check-ins
Leadership mentoring initiatives

Embedding appreciation into daily operations ensures lasting cultural transformation.

The Indian Corporate Context

In India’s rapidly growing corporate landscape, workplace stress and competition are increasing. Initiatives like Kindness Week support mental wellbeing, collaboration and emotional resilience.

Organizations prioritizing empathy and recognition often witness stronger teamwork and healthier work environments.

Conclusion

Kindness Week is more than a celebration — it is a strategic initiative to recognize employees who go the extra mile and foster a culture of appreciation. By encouraging empathy, gratitude and recognition, organizations create an environment where employees feel valued and motivated.

Simple acts of appreciation can lead to stronger teams, improved morale and long-term success. Recognizing kindness today builds a more collaborative and positive workplace for tomorrow.

References

Society for Human Resource Management – Employee Recognition Studies
Indian Journal of Occupational Health – Workplace Wellbeing Research
Harvard Business Review – Impact of Appreciation on Productivity
World Health Organization – Healthy Workplace Framework
National Institute of Mental Health – Workplace Mental Health Insights

Request A Callback

+91

By using this website/app, I confirm that I am at least 18 years old and consent to the processing of my personal data in accordance with the Terms of Service, Privacy Policy, and Declaration.