What is the name of the method of managing development teams on the basis of "spread"?

Question

Project management

Today I was visited by an unusual thought for me, because I usually do not think about the staff.
The idea is that it's good to use human nature to form solid development teams: it's easy to see that tight-knit teams like to "spread rot" on people who are different from their group members, i.e. unlike them. So why not use the recruitment of new personnel to spontaneously form whole teams? Add new people to existing teams in order to identify the most inappropriate members. Old team + new person = either it is difficult for him to integrate, or one of the old ones fades into the background. If a new employee does not fit, move to the next group and so on until he settles somewhere, or dismiss him on probation if everyone rejects him (at the same time, there is also a preliminary screening for an interview).
I don't think that I'm the first one who came up with this, so I'm asking for help in the form of links to relevant methods and approaches. Thanks in advance.

Answer 1

Taking people and artificially creating an uncomfortable environment for them = failure, he will be ostracized in one team, he will move to another and will mentally expect the same reaction here, and what result will we get from him? yes no. A team in which people of one type "rot" people of another type is a garbage dump.
Again, what is meant by "spread", it is clear that some types of people always dislike others:
1) designers do not like layout designers
2) programmers do not like designers
3) they all do not like PMa
4) and together they all do not like humanitarians
But it’s one thing not to love, and even that there will probably be a bunch of different banter, which, in my opinion, will contribute to a positive atmosphere, but some people begin to humiliate and survive other people in every possible way, which in my opinion is rottenness, then such people are not needed .

Answer 2

In fact, you are talking about natural selection))) a person can merge with the team, or maybe not. Your task, as a leader, is to see in time that a person is out of place and offer him a different place and work within the company (this is actually what happens in most foreign companies and some of ours). You need to understand that in any case, it is necessary to start from the positive, and not from the negative. If a person wants to work, but simply has not found himself, help him, not drown him. At the very least, this will be beneficial for the company. Otherwise, you will be dealing with conflicts instead of releasing more product and better quality.
A real leader must make sure that people follow him, that they look into his mouth when he speaks, and not curse and dream of falling down.

Answer 3

Gnobbling