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Company Development Principles (Wright's 5 R's)

:relationship
Work with your family and include them in the development of projects. Extend the definition of family to include strong relationships. Strength of relationship is evaluated by the extent to which you: contribute to the progress of the community, share in the fate of the community, know the secrets and business of the community, and articulate the mental origins of the physical manifestations present in the community.

:responsibility
Community compels each of us to be responsible for the outcomes of the community. Even though we may not be directly responsible, our actions and inactions make a difference. Captain is the term for a leader who not only fills the role but also accepts responsibility for the successes and failures of the community continually working toward sustainability and redress.

:reciprocity
Unconditional love does not expect anything in return, but it does/must involve a continual exchange between two or more parties. Otherwise, it is not relational. Relationship, by definition, is not one sided. Each party's progress over time is the measure of the value of a reciprocal relationship.

:relocation.
This community development principle suggests that brokers (those who connect local capital to external markets) live among the people that they are committed to serving. In this way, the destiny of the broker is tied to the people. He/she is not "helping" but "sharing" in the fate of community.

:reconciliation.
As opposed to a means-tested distribution methods, reconciliation supports a lessening of stereotypes and prejudices and an increase in caring neighborhood as the definition of community. In this environment, an individual values his/her contribution and the contribution of others. It requires that community members know each other such that distribution of means is equitable and humane.

:reality
Implementation of community must address a number of challenges to justice, collaboration, and peace (shalom-making). They include: Attrition suggesting Conformity, Faith suggesting Closed-systems, and Individualism suggesting Self-Protection.

MAWMedia Ethical Parameters

As a matter of policy, We:

• Ensure that the process is transparent while maintaining appropriate confidentiality.
• Conduct Cost-Benefit analysis at all systems levels, individual, individual as member of groups, groups that do not include individual.
• Predict the long-term sustainability of the proposal in all resource areas, financial, information, people, and time.
• Predict the impact of the proposal on the community including the establishment of precedence, reactions of prior constituents, and entitlement of current individuals who potentially constitute a class.
  

Results Oriented Work Environment (ROWE)

Contract workers for MAWMedia must know what they bring to the table. Whether professional or technician the expectation is that the worker produce.
In this work environment, the contractor produces a proposal and is evaluated based on 1) targets: what he/she promises in the proposal and 2) deliverables: what he or she is able to deliver upon collaboratively defined deadlines.

Employment Basics

MAWMedia offers two categories of employment:
Internships
Contract Work

Internships are only available in Research Programs division of MAWMedia, for the production of research. Those interested in working with the Media Services division of MAWMedia must apply to be a contract worker.

Internships Eligibility. To be eligible for an internship, candidates must adhere to ALL of the following criteria:

• Enrolled in a Master degree granting program of an accredited college or university.
• Be eligible for internship.
• Hold an acceptable graduate grade point average (usually above 3.0).
• Articulate a research interest in line with MAWMedia Research Programs division.
• Present a letter to MAWMedia from the Internship Coordinator from the college or university attending.

Course Prerequisites. Candidates who have course work history in Leadership, Research, Project Management, or Community Development are preferred. Candidates who do not have course work history in the above may NOT be eligible for supervisory tasks, community assignments, or advocacy coordination. Written consent from the Director of Research Programs or the Owner of MAWMedia is required for exceptions to this policy.

Contract Work. Contract Work is available in either the Research Programs or the Media Services divisions. Contract work with MAWMedia is typically structured as a negotiated hourly amount ($8-$12) paid up to 20 hours per week limited by the total amount of the contract.

Payment Schedule. Certain deliverables are required for contract payment each week:

1. A detailed Activity Report.
2. Achievement of 90% (90 =100% paid) of weekly goals. Weekly goals are outlined, weighted by percent, and determined in collaboration with the project director.
3. Submission of target product pieces each week. Target product pieces are tangible documents, art, or audio presented in usable format and condition to MAWMedia Group.

Payment Adjustment. Failure to achieve weekly goals will adjust payment by the percentage achieved. For example, 50% completion at 20 hours, $8/hour = $80 paid. An assigned MAWMedia Project Director will evaluate and provide final approval of deliverables.

Applying for Employment
Candidates are required to present:

• A resume
• A letter of application detailing experience that demonstrates the Basic Skills and some combination of skills appropriate to the MAWMedia division being applied to.
• A proposal detailing time spent and self-directed deadlines. The purpose of this is to assess the candidate’s ability to plan and manage the project, ability to schedule and set adequate completion deadlines, and general ability to do the work involved in a ROWE.

Qualifications
Both the Media Services and Research Programs divisions require specific skill sets for each project.
In addition, MAWMedia employees are required to have a Basic Skills set.

Basic Traits- General Requirements

Social Maturity
Demonstrated ability to communicate, partner, challenge, convene, and facilitate teams.

Emotional Maturity.
The ability to respond to criticism and stress with achievement, planning, and other healthy, productive behaviors that serve to address current and proactively reduce future criticism and stress.

Responsibility
The ability to be self-directed, create questions, create credible answers, and stand by decisions.

Competence
The ability to comprehend, parse, and articulate information to the appropriate stakeholders.

Connectivity
Communications capability, which at least includes consistent email and mobile phone access.