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Revision as of 19:37, 28 April 2010
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Cultural contracts refer to the degree that cultural values are exchanged between groups. [1] It is an extension of identity negotiation theory and uncertainty reduction theory in the field of intercultural communication. Cultural contracts theory was developed in 1999 by Dr. Ronald L. Jackson, an identity scholar and a professor in media and cinema studies at the University of Illinois at Urbana-Champaign.
Contracts
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Cultural contracts suggests that mainstream and marginalized identities are in natural conflict. In order to achieve communication, individuals must decide how much of their values will be negotiated. This results in one of three contracts by the minority identity: ready-to-sign contracts (assimilating to mainstream values); quasi-completed contracts (adapting marginalized values to accommodate mainstream values); and co-completed contracts (validating both mainstream and marginalized values).[2]. Most individuals are not aware that they create or sign cultural contracts.
Each contract is a “result of how identities have been personally and socially constructed and exposed."[3] The first contract is a ready-to-sign contract (assimilation), which result in replacing one value for another. There is no room for negotiating marginalized identity with mainstream ideals. For example, "fitting in to corperate America" is an example of a ready-to-sign contract, where employees are expected to consistently change their behavior, apperance, or other part of their identity to gain acceptance. The quasi-completed contracts (adaptation) result in temporarily incorporating a small part of a marginalized value to the mainstream value. In this example, a person attending a corporate event may feel pressure to agree to a certain standard of attire, but this is not expected beyond that instance. Lastly, co-completed contracts (mutual validation) result in blending values together. Cultural differences are acknowledged and valued in this contract.[4] In certain instance, values are deeply penetrated and are not up for exchange. Others are more surface and the perceived benefits of the contract do not conflict with our core identity. This will determine if an individual is willing to sign a cultural contract or remain in conflict.[5]The contracts can be signed one or two ways: the signee perceives a benefit in accomodating or assimilating, or the signee is forced to accomodate or assimilate.
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References
- ^ Jackson, R. L. (2002). Cultural contracts theory: Toward an understanding of identity negotiation. Communication Quarterly, 50, 359-67.
- ^ Jackson. R. L. (2004). Cultural contracts theory: Toward a critical rhetorical identity. In New approaches to rhetoric
- ^ Jackson, R. L. & Crawley, R. (2003). White Student Confessions about an African American male professor: A Cultural Contracts Theory approach to intimate conversations about race and worldview. Journal of Men's Studies, 12(1), 25-42
- ^ Hecht, M. L., Jackson, R. L., & Ribeau, S. A. (2003). African American communication: Exploring ethnic identity and culture, p. 248. Mahwah, NJ: Lawrence Erlbaum.
- ^ Jackson, R. L. (2002). Cultural contracts are not unique and can either be short-term or long-term. This depends on the level of confidence a person has in her worldview. Although negotiation of cultural differences is expected, mutual validation is not always the goal or intent of human interaction. Cultural contracts theory: Toward an understanding of identity negotiation. Communication Quarterly, 50, 359-67