https://www.mdu.se/

Date:                                         2026-06-02

Level:                                 Bachelor thesis in Business Administration, 15 cr

Institution:                             School of Business, Society and Engineering, Mälardalen University

Authors:                                  Dunia Aman (01/01/26)       

Gabriella Hanna (02/02/08)                          

Gabriella Josefsson (01/12/31)

Title:                                  Decentralized Leadership and Its Impact on Employee Motivation - A Qualitative Case Study of Handelsbanken

Supervisor:                            Wenderson De Lima

Keywords:                         Decentralized leadership, autonomy, motivation, Self-Determination Theory, responsibility

Research Questions:         How do managers and employees perceive decentralized leadership within Handelsbanken?

                                             How does autonomy affect employee motivation and  ………………………    responsibility?

Purpose: The purpose of this study is to examine how decentralized leadership is perceived by managers and employees within Handelsbanken and how autonomy relates to employee motivation and responsibility.

Method: The study was conducted using a qualitative research approach and a case study design. Empirical data were collected through four semi-structured interviews with two managers and two employees at Handelsbanken in Strängnäs. The interviews were complemented by workplace observations. The empirical material was analyzed through thematic analysis and interpreted using Self-Determination Theory and theories of decentralized leadership.

Conclusion: The findings show that decentralized leadership contributes to increased autonomy, participation and trust within the organization. Employees experience a high degree of responsibility and influence over their daily work, which strengthens motivation, engagement and professional judgment. The results also show that decision-making close to the customer creates a sense of ownership and meaningfulness in the work. At the same time, the study demonstrates that autonomy requires clear organizational frameworks, communication and supportive leadership in order to function effectively. The study therefore suggests that decentralized leadership can promote more self-determined and sustainable motivation when freedom is balanced with structure, responsibility, and organizational support