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Typically, several processes we call forces will act simultaneously to change culture over time. For example, management may find it difficult to discover and sanction slacking. Earnest workers may experiment with slacking and find that there are seldom any adverse consequences. Hence, some earnest employees may become slackers. New employees may observe that some people slack and some work hard. They may tend to prefer the easier path.
At the same time, firms with a high frequency of slackers will tend to fail while those with many earnest workers may prosper. Prosperous firms will have the opportunity to [[socialize]] many more new workers than those that fail prematurely. The overall quality of the economy’s work force in the long run will be determined by the balance of forces favoring slacking versus those favoring earnestness.
Theorists are interested in the abstract properties of such evolutionary models. [[Empiricists]] are interested in finding the models that best describe actual evolving systems. Real world practitioners are interested in predicting the outcomes of policies that might improve or harm the quality of a firm’s or an economy’s work force.
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