The Marfan Foundation

There have been a ton of new features added to Instagram Stories since its launch, such as polls, , swipe-up features and more.

Last month Instagram introduced “Type” mode , a new way for you to share what’s on your mind with creative text styles and backgrounds.

Since the Instagram algorithm rewards users for using all its features, it’s important to always keep an eye out for new updates! Not only will you grow your reach, but it will also keep you one step ahead of the trends!

Launching a new product? Hop on Instagram Live to give a quick how-to.

Looking for customer input? Add a poll to your Instagram Stories.

Host an event? Create a Carousel Post to show off highlights from the night.

Whatever way you choose to add in these new features, just make sure they are still providing value to your audience.

Right now, users only see posts in their feed from other uses they follow, along with sponsored content Instagram shows them. However, this may be changing soon, with Instagram testing a “recommended posts” feature .

Now, you’ll begin seeing content that Instagram thinks you’d liked based off your interested. This means Instagram’s algorithm will be showing users either content their friends have liked, or content they think you may be interested in.

For example, if you follow a lot of fashion bloggers, you’ll most likely start seeing more of this content on your feed.

Instagram confirmed the test, commenting in a statement to AMIRI Bandana Buckle Boots hZsDRLa
, “We’re always testing new ways to connect you to interesting content on Instagram.”

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This means if one user is liking or commenting on your page, then suddenly their friends may start seeing it. This could be a big deal for users, making engagement more important than ever.

When discussing the Instagram algorithm, most people immediately think about the content showing up on their feed.

The Instagram Explore pages operates under its own algorithm as well, and according to Instagram in 2017, “posts are selected automatically based on things like the people you follow or the posts you like.”

You can also see video channels on the Explore page, which can include posts “from a mixture of hand-picked and automatically sourced accounts based on topics we think you’ll enjoy.”

Overall, the Explore page and the feed are mostly similar, delivering you content Instagram thinks you’ll be most interested in, based off your interactions.

My personal Explore page dished up a slime video (I secretly, now not so secretly, love the slime craze on Instagram), a vegan post (I’m a pescatarian) and some fashion-related posts — seems about right.

Fig 1. Distribution of serum creatinine levels and clinical outcomes in patients with acute malaria.

(A) Histogram representing serum creatinine levels of the 179 patients with P . vivax monoinfection; the patients are colored accordingly to the disease outcome. Survivors are colored in grey, while nonsurvivors are colored in red. Reference intervals for men and women are displayed by transversal lines, with lower limit representing its reference for women, and upper limit representing its reference for men. (B) Scatter-plot of the creatinine levels presented by the subgroups of nonsurvivors and survivors amongst the subjects with elevated serum creatinine. Data analysis was performed using the Mann-Whitney U test. Bars represent median values.

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Circulating levels of several cytokines, chemokines and inflammatory parameters were compared between the groups of P . vivax malaria patients presenting with or without elevated creatinine values. Patients who displayed elevated creatinine levels exhibited higher CRP values than that in those who did not (median: 21.30ng/mL, IQR: 9.45–38.45 vs. 11.20ng/mL, IQR: 7.125–29.58, respectively, P = 0.0057, TUSCANY by easy street® Clariss Sandal Dzp05z
and Fig 2A and 2B ). Neither IL-10 (median: 9.69pg/mL, IQR: 6.43–36.83 vs. 19.70pg/mL, IQR: 6.50–59.54, P = 0.0665) or IFN-γ (median: 132.0pg/mL, IQR: 35.0–333.5 vs. 85.48pg/mL, IQR: 40.15–321.5, P = 0.5326) levels were significantly different between the study groups ( Table 2 and Fig 2A and 2B ). Interestingly, values of IFN-γ/IL-10 ratio, which have been shown previously to correlate with systemic inflammation in vivax malaria [ 5 ], were increased in patients who had high creatinine levels compared with those who had not (median: 5.720 arbitrary units [AU], IQR: 1.675–25.21 vs. 3.334AU, IQR: 1.181–6.558, P = 0.0306, Table 2 , Fig 2A and 2B ).

Fig 2. Inflammatory profile of patients with acute malaria exhibiting abnormally high levels of creatinine.

(A) Overall profile of plasma concentrations of several biochemical parameters, cytokines and chemokines in uninfected controls (n = 165) as well as in vivax malaria patients presenting with creatinine levels within the normal range (n = 90) or abnormally elevated (n = 89). Data were processed using hierarchical cluster analysis (Ward’s method) with 100X bootstrap. Dendograms represent hierarchical distance. Asterisks indicate parameters which were statistically different between the groups of malaria patients with normal or elevated creatinine levels assessed using the Mann-Whitney U test. Scatter plots of these parameters are shown in (B). The IFN-γ/IL-10 ratio, which has been shown to correlate with the inflammatory imbalance in vivax malaria (4), was also compared between the study groups. Bars represent median values.

Previous research has explored the factors that create these disparities— from regional differences in gender role attitudes to varying local business climates and commute times . But not much is known about the effects of these disparities, and how women’s workforce participation affects cities’ economic growth and productivity. Indeed, most of the conversation about women and work revolves around how the economy impacts women; we know comparatively less about how women in turn affect work and the economy.

Looking at Census data from 1980 to 2010, I studied how women’s participation in the workforce influences wage growth in approximately 250 U.S. metropolitan areas. Across various model specifications, I consistently found that as more women joined the workforce, they helped make cities more productive and increased wages. This paper was recently published in the Journal of Regional Science.

It may seem intuitive to say that a larger workforce would lead to higher productivity and wages over time (in the last century we’ve experienced rising GDP per capita as the labor force has grown), but economic theory actually suggests that two things could happen: If more women are choosing to work because attitudes about work have changed, then this would increase labor supply and actuallyreduce wages as more people compete for jobs. But if women are joining the workforce because there are more job opportunities, then we should see wages increase becausetheshift in the laborparticipation is caused byincreased demand. In either case, as more women become incorporated into the economy, the skill portfolio of the labor force may also change.

To determine what happened to the U.S. economy as more women started working, I calculated labor force statistics, from Census data and American Community Survey data, on how many women were working in a given city in each decade, and what the median hourly real wages were in that area. I used different approaches to control for factors that might affect my results (such as the size of the workforce and education level) and to determine the direction of causality.

The chart below shows the relationship between a metropolitan area’s female labor force participation rate (FLFPR) in 1980 and its median real wage growth from 1980 to 2010. The trend line indicates that during this time period, places with higher FLFPR experienced higher real wage growth than otherwise similar cities. For example, in 1980, 59.5% of women in Minneapolis were in the labor force, comparedwith just 53.4% in Columbus, Ohio. That more than 6% difference led to over 4% higher median wage growth for Minneapolis, which saw median wages grow $0.54/hour more than Columbus from 1980 to 2010.

This increase is significant, as 40% of the cities in our sample experienced no real wage growth in these three decades— in other words, the median worker in 40% of cities is no better off in 2010 than they were in 1980. This deserves a brief side note: Despite increases in GDP per capita, real wages for many workers have been stagnating in recent decades .The gains in economic growth have been disproportionately accruing to the top of the income distribution, as broader economic trends ( such as globalization and technological change ) have led to increasing inequality in the U.S. and a hollowing out of middle-skill jobs. These trends have particularly hurt men, such as those in manufacturing, while women have largely benefited from the growing service sector. Most cities, about 60% of our sample, experienced some real wage growth despite these national trends, due in part to higher FLFPR. And for a full-time person in Minneapolis working 40 hours per week, that $0.54 gain amounts to being better off by nearly $1,123 per year. Over a 45-year career, that amounts to a gain of over $50,000.

Our hunt for inner work life triggers led us to the progress principle. When we compared our research participants’ best and worst days (based on their overall mood, specific emotions, and motivation levels), we found that the most common event triggering a “best day” was any progress in the work by the individual or the team. The most common event triggering a “worst day” was a setback.

Consider, for example, how progress relates to one component of inner work life: overall mood ratings. Steps forward occurred on 76% of people’s best-mood days. By contrast, setbacks occurred on only 13% of those days. (See the exhibit “What Happens on a Good Day?”)

Progress—even a small step forward—occurs on many of the days people report being in a good mood.

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Two other types of inner work life triggers also occur frequently on best days: Catalysts , actions that directly support work, including help from a person or group, and nourishers , events such as shows of respect and words of encouragement. Each has an opposite: Inhibitors , actions that fail to support or actively hinder work, and toxins , discouraging or undermining events. Whereas catalysts and inhibitors are directed at the project, nourishers and toxins are directed at the person. Like setbacks, inhibitors and toxins are rare on days of great inner work life.

Events on worst-mood days are nearly the mirror image of those on best-mood days (see the exhibit “What Happens on a Bad Day?”). Here, setbacks predominated, occurring on 67% of those days; progress occurred on only 25% of them. Inhibitors and toxins also marked many worst-mood days, and catalysts and nourishers were rare.

Events on bad days—setbacks and other hindrances—are nearly the mirror image of those on good days.

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This is the progress principle made visible: If a person is motivated and happy at the end of the workday, it’s a good bet that he or she made some progress. If the person drags out of the office disengaged and joyless, a setback is most likely to blame.

When we analyzed all 12,000 daily surveys filled out by our participants, we discovered that progress and setbacks influence all three aspects of inner work life. On days when they made progress, our participants reported more positive emotions . They not only were in a more upbeat mood in general but also expressed more joy, warmth, and pride. When they suffered setbacks, they experienced more frustration, fear, and sadness.

Motivations were also affected: On progress days, people were more intrinsically motivated—by interest in and enjoyment of the work itself. On setback days, they were not only less intrinsically motivated but also less extrinsically motivated by recognition. Apparently, setbacks can lead a person to feel generally apathetic and disinclined to do the work at all.

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