The other thing it introduces though is "not my code". There used to be a guy we used to call the "Teflon Don". You couldn't get a bug to stick to him. He could always find a way to move a bug to someone else -- even if it came back, he would spend more time trying to figure out how to pass it on to someone else, rather than just fix it.
At the end of the day hire good ppl. They'll do the right thing most of the time. Hire the wrong people and you'll find that your incentive structure will always lead to deviant behavior.
"At the end of the day hire good ppl. They'll do the right thing most of the time." - absolutely agree.
No system is perfect, ours is not. You need to decide what is important to your organization and emphasize it - they way we do things here at TA has its downsides, but overall, it works very well for us and what we want to do. The benefits for us significantly outweigh the drawbacks.
It is critical to have a boss who understands how software development works, and that mistakes get made. If anything, my boss wants my team to make more mistakes than we do :-)
At the end of the day hire good ppl. They'll do the right thing most of the time. Hire the wrong people and you'll find that your incentive structure will always lead to deviant behavior.