The origin of legacies can be hidden from us, residual attitudes when the specifics that created them are unknown.
For example, Europeans, especially French, had good experiences with private water systems from the 19th century onward. No so in the United States. Private water systems of the 19th century were too often shoddily run businesses. The rich got water; others didn't, or the water was sub-standard. To overcome this, many American municipalities threw out the water barons and took over the system.Â
Consequently Americans are still leery about privatizing water systems without always understanding where that anxiety came from. By contrast the biggest private water companies in the world are French.
Likewise, even 100 years ago in the post-slavery United States, outdoor work groups doing heavy labor were referred to as "gangs," not teams (those played sports). The intimation was that gang labor was by unruly louts that had to be coerced to work, even if they were being paid. (Early writings on Scientific Management referred to such groups as "gangs.") Consequently, many "bosses" still instinctively think that the only way to get anything done is to intimidate people into it.Â
Regarding all employees as professional is no easy transition from this legacy.Â