Alike, such influence can also be observed in the US, where previous democratic government showed initiative in introducing obligatory health insurance system.
Some authors seek the origins of prevailing management practice in the history of the country. American individualism, competition, mobility and experimentation is considered to be laid down during the period of colonization, pioneering, first by protestants, prone to relative open-mindness, then by people of adventurous character.(3) On the contrary, Europe of the past featured hierarchy and privileges, formalization, adherence to traditions and limited mobility.(2)
The main value system in the various countries may thus create management habits and specific work methods. Differences across Europe (3)

There is hardly a unique European way of management. The differences in practice among individual countries are so extensive that we can find in some areas as significant differences between individual European countries as between the US and Europe. This variance relates in some cases rather to whole regions, than to individual national states, mostly related to north or south of Europe, or to put differently, between Latin-Catholic and Germano-Protestant. In the area of labor legislation, for instance, state plays a major role in France. The principal functions of human resource management, are governed by basic lows: staffing, remuneration, working hours, breach of employment contract, annual holidays and even training and profit sharing are object of state regulations. Collective agreement closed by representatives of part of the tripartite takes force of law. On the other hand, in the United Kingdom certain absence of state intervention can be noted, while the weight is shifted to the importance of individual agreement. The other countries vary freely between these two approaches. However, the rate of unionization is not a determining factor behind the nature of industrial relations. Thus in some countries relations may be based more on cooperation and concert, as in the countries Germany, Sweden or Holland, rather than on a dispute and confrontation as in Italy and France. The use of strikes, in particular, seems to be a good indication of the different approaches. In Germany and Holland, a strike symbolizes a least resort to be used when all else has failed (Holland as the lowest strike rate in Europe), whereas in Latin countries it is often a preamble to negotiations. Similarly, the nature of industrial relations is different. Whereas in Germany the relations are based on co-determinations, in France the involved parties perceive each other as adversaries. Differences exist also in workforce mobility.