Mandura has a unique straightline compensation plan.
Often because something is new it is confusing and not valued as legitimate.
I spent some time thinking about the merits of this straightline idea without looking at any more charts. I felt I had seen enough illustrations and now need to understand the reasoning behind it. At least as I understand it merits for my team and the company.
One thing that a straightline compensation plan does effectively is minimize competition between team members and new subscribers. Actually the way this compensation plan is structured it encourages cooperation and team building. I like that.
Another merit to this approach to compensation is to reward individuals for their efforts. So people who apply more time and energy into developing their teams will be compensated for that.
And I see significant merit to a percentage of income from the entire team being pooled to be distributed among all team members. This is encouraging for the people who come along late in the recruiting process. They will have essentially the same opportunity for income as everyone else does.
If we assess the corporate values of a company based upon how they spend the revenue the company generates, as many people do, this is a positive team oriented company committed to the future of its clients and Independent Business Owners. I like that.
These are leaders in the field of network marketing who have created a system to evoke the best of multi-level-marketing while minimizing the detriments to conventional payment systems. The more I learn about these people and their powerful positive approach to business and to marketing, the more I am grateful to be here at this point in time.
If you are looking for a company with a worthwhile product in the health and wellness industry and a company that has tremendous opportunity with a sense of personal and professional integrity that is palpable, you are in the right place. Mandura is looking for leaders who want to be a part of this momentous wave of growth. Are you one of them?
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Donna Bessken 
I do not like this one line compensation plan, it seems the focus is more on making sales then the product itself. Why do we need change in MLM ? we do not. The concept is simple, people helping people & it doesn’t matter what the compensation plan is, you can take the worst compensation plan & make it big. Compensation isn’t the problem, the problem is ideals. Think positive & you obtain positive results, reprogram the Subconscious Mind to change bad methods to great methods. Net-workers need to change concept, they focus on getting leads & this will always lead to failure. The solution is customers, customers are devoted to vision where Net-workers are devoted to needs not suited for the customer leading to oneself/selfish ways only to fail long before the venture began going back to the Subconscious Mind. To recall, obtain a customer base & forget about leads. Net-workers are always looking for the next best venture so I personally would put my trust in a customer then I would for a Net-worker. Net-workers sell the business where customers sell ideals that relate to others without being selfish & this in return creates business owners. Focus high on product & less on compensation & you will obtain success. Like attracts like
Jerry – I agree with most of what you are saying. The value of a product needs to be worth more than its compensation plan – however it is structured. I believe you can see evidence of the values of Mandura’s corporate team and my team by reading some of the other posts at this site. However, the overwhelming questions that arise at the launch of a new product indicate a strong interest among clients/customers/networkers in how this particular product and company will be different from or better than another. The number of questions I receive about compensation is greater than those I receive about the product. Thank you for your reminder that our MINDSET affects what happens in our lives and in our businesses.