Pardeep Kumar discusses Henry Mintzberg’s 10 managerial roles, which are divided in three groups: Interpersonal, Informational and Decisional(Pardeep, Kumar 2015, 13).  Leaders interpersonal roles show up in my in the communication between me and my boss: He is the one who I turn when I’m having problems or need guiding regarding my progress in the company. This appears also as controlled presentation in our public events, managers and leaders do keep calm while employees might party harder. Informational role is the most obvious: Our leaders tell us the current state of the firm and collect data from us, how we are managing our work and how to improve it. Every employee knows that in order to progress matters that require managerial output, they need to contact superiors and not only discuss it between themselves. Decisional roles are also quite obvious in the grand scheme, however in my company employees can make many decisions themselves and sometimes this line is blurred slightly. Also unlike in the paper, change often comes from workers that know how to improve the situation.

Evaluate your own behavior and skills related to Manager´s roles   

Figurehead role	7
Liaison role	8
The leader role	6
Monitor role	9
Disseminator role	8
Spokesperson role	5
Entrepreneur role	6
Disturbance handler role	3
Resource allocator role	2
Negotiator role	6

I choose Spokesperson, disturbance handler and figurehead role role. I am not in managerial role currently, but those I can improve. Spokesperson role will improve when I keep presentations on best practices for team members, to increase my skill in disturbance handling in my current role I will seek information on dispute management practices, I already have received some training through my labor union. Lastly figurehead will improve when I will tell people where I work and why they might be interested in working in our team: We are hiring new developers all the time, so positive appearance will keep our company interesting.

Leadership styles

Managerial behavior in my company

I looked our managerial behavior through six most common leadership styles reported by IMD, these styles include: Transformational Leadership, Delegative Leadership, Authoritative Leadership, Transactional Leadership, Participative Leadership and Servant Leadership(The 6 most common leadership styles & how to find yours 2023).

Transformational Leadership emphasizes change and transformation, this type of leadership is typical in my company, our leaders encourage us to find new ways to complete assignments and projects. They support further education and see the value in gaining knowledge.

Delegative Leadership style focuses on delegating initiative to workers. This is also very much present in our daily work, and my boss said that he likes when teams do decisions on their own, and do not require input from higher ups. Of course, not every decision can be made inside teams and some do require the input of the leader.

Authoritative Leadership is partly present, we do have a course set by leaders, however they do focus on not micromanaging teams, as this is considered a bad habit. The course is set and leaders ask us how we can keep that course and what needs to be done.

Transactional leadership is the most far off leadership style present in my company. There are no punishing actions, instead questions such as how we can help to make you succeed are asked. We do get bonuses if we achieve our goals though.

Participative Leadership is also very much present, especially so in our team leaders. Team leads are a part of our team and pass our ideas and thoughts to higher ups to consider. Also Open communication is very much present in or meetings, and different opinions are listened and considered. We in general have a high trust in our leaders.

Servant leadership is partly present, creativity is celebrated but also the course is also considered when discussing new solutions. I think if we went fully with this idea, we would not get things done, the goal is set and occasionally you have to disregard new ideas and solutions as while those might be beneficial in the long run we do have a target we need to hit.

My leadership behavior

The best description of my leadership behavior is consistent with McGregors type Y theory, integration of individual and organisational goals (Tafsirul Alam Tusar , 238). I wish through my actions create trust between co-workers so that we all understand our common goal, and instead of carrot and stick approach would find ways to learn from mistakes and give appraise when it is due. I find myself leaning to Delegative leadership style, I wish to teach and transfer knowledge between my co-workers so that they can solve problems themselves. I find most satisfaction when as a team we find a solution to an existing issue, example a method to write test automation. The Delegative role works when a team is competent and has a clear goal, as stated in the article from IMD(The 6 most common leadership styles & how to find yours 2023.) This also raises an issue when a team is missing the knowledge and will to perform the task at hand. This is a problem that I might have to tackle in the future if I acquire a managerial role in my company. I don’t want to use transactional role to push my team to the direction I feel is the relevant one, so finding a strategy to steer the project in the right direction can be hard, perhaps a touch from participative role to get the idea what motivates colleagues can be used to set the course.