a. The five stages of team development are:

i. Forming: This is the initial stage where the team comes together, members are polite, and there is a high dependence on the leader for guidance and direction. Uncertainty is high, and productivity is low as members get to know each other.

ii. Storming: In this stage, conflicts arise as members push boundaries, challenge authority, and vie for positions. Differences in opinions lead to tension, but this stage is crucial for resolving issues and building trust.

iii. Norming: The team starts to resolve differences, appreciate each other’s strengths, and establish norms and roles. Cohesion increases, and productivity improves as the team works more collaboratively.

iv. Performing: The team is now fully functional, focused on goals, and highly productive. Members are interdependent, motivated, and handle tasks efficiently with minimal supervision.

v. Adjourning: The team disbands after achieving its objectives. Members reflect on accomplishments, deal with emotions of separation, and prepare for future challenges.

b. Views of four management theorists on motivation:

i. Frederick Taylor (Scientific Management): Motivation is achieved through economic incentives and efficient work methods. Workers are motivated by higher wages for increased productivity, emphasizing time and motion studies to optimize tasks.

ii. Elton Mayo (Human Relations): Motivation comes from social factors and recognition. The Hawthorne studies showed that attention and group dynamics improve morale and productivity more than physical conditions.

iii. Abraham Maslow (Hierarchy of Needs): Motivation is based on a hierarchy of needs: physiological, safety, social, esteem, and self-actualization. Lower needs must be satisfied before higher ones motivate behavior.

iv. Frederick Herzberg (Two-Factor Theory): Motivation is influenced by motivators (achievement, recognition, responsibility) for satisfaction, and hygiene factors (salary, conditions) to prevent dissatisfaction.