Should corporations be entitled to the same legal rights as individuals? Where should the line be drawn?

Even if corporations are recognized by law to have rights and responsibilities, and as people do, they can born (certificate of incorporation, camara de comercio) , they can die (insolvency), they can buy and sell property, they can sue and be sued, they can borrow money, they can advertise and enter contracts, this legal entity has no moral conscience, is not real on the physical plane, it only exists because legal documents say that it does. The only thing a corporation is able to do is what stockholders and work force do in a corporation’s name.

Corporation’s owners and workers already have their (personal) legal rights, specifically because they are people. So if corporations are entitled with the same rights, it would be unfair, as it would give the people who own, run, and work for corporations access to more rights than the rest of people have.

Even though corporations make things to make people´s life easier, and have values, politics and believe systems, corporations and people are different, so they must be treated differently.

Retrieved February 19, 2010, from: (http://en.wikipedia.org/wiki/corporation)
(http://www.thecorporation.com/)

National Identity vs. Corporate Culture

National identity referes to the distinction of specific characteristics of a group. It is conformed by the values, attitudes, rituals and traditions of a group of people within a particular region (nation).
Small differences can be enough to categorize someone as a member of a specific nation, but even if some people differ in their beliefs, culture traditions, politics, language, and more, they can be seen as members of the same nation.

National identity is passed generation to generation, so it changes very little by the time.

Corporate Culture is created with the combined attitudes, thoughts, behaviors of people within a company and it determines how people view the world around them. In an organization, it is an inernal factor which starts with the values of a founder or a small group of founders. It is different in every company, and it is important for the working environment.

The organization has to study and understand the national culture, or it may fail.

It is difficult to change organizational culture and can´t be done over night.

Retrieved February 12, 2010, from : http://en.wikipedia.org/wiki/Organizational_culture

A culture is a way of life of a group of people, the beliefs, attitudes, values, myths, history, goals, worldviews, artefacts, customs, rituals, symbols, behaviours, that they adhere to, generally without thinking about them, that they accept and that are passed along by communication and imitation from one generation to the next.

Margarita Olarte (2010)

Organizations and Cultures

Topical:	Culture consists of everything on a list of topics, or categories, such as social organization, religion, or economy
Historical:	Culture is social heritage, or tradition, that is passed on to future generations
Behavioral:	Culture is shared, learned human behavior, a way of life
Normative:	Culture is ideals, values, or rules for living
Functional:	Culture is the way humans solve problems of adapting to the environment or living together
Mental:	Culture is a complex of ideas, or learned habits, that inhibit impulses and distinguish people from animals
Structural:	Culture consists of patterned and interrelated ideas, symbols, or behaviors
Symbolic:	Culture is based on arbitrarily assigned meanings that are shared by a society

Bodley, John H. (1994). An Anthropological Perspective
From Cultural Anthropology: Tribes, States, and the Global System. Retrieved February 4, 2010, from
http://www.wsu.edu/gened/learn-modules/top_culture/culture-definitions/bodley-text.html