⦁How can leaders satisfy employee needs?Any organization needs have good leaders because leaders act to provide satisfaction or more likely to offer means of satisfaction to whose team members. Leaders don't necessarily motivate. A successful leader understands the needs of the others and persuades them to act in a certain way. A good leaders can make whose workers see that following the views of the leader's workers will get the most satisfaction out of their work. However, a person can be motivated without leadership. But leadership, however, can't succeed without the motivation of the follower's side. If a staff has the feeling that who can perform a higher level job, himself/herself who have the motivation to attend courses or train in another way to be able to perform at the required higher levels.Douglas Mc Gregor's famous classification of theory x versus theory y is applicable for leadership approaches. In general, any staff has two kinds of psychological characteristics of either theory x person or theory y person. Theory x assumes that in general most staff find working distasteful and usually avoid doing it if it is possible . That is why most staff must be controlled and directed, even threatened to perform the way the organizational goals will be reached. Theory x also assumes that staff want to be controlled and directed rather than take responsibility and that staff lack ambition. Otherwise, theory y on the other hand, is more likely to have roots in the recent knowledge of human behavior. It assumes that physical and mental effort in work is as natural as play or rest. So, leaders need to judge whether whole managing staffs ( team members) who belong to theory x or theory y kind of staff. Then, who will have more accurate method to lead whose team members easily.What level of satisfaction to the organization's staff can achieve the best performance. I feel that when the organization can reach the willingness level to be told the extent to which any one of staff has motivation and commitment or self-confidence to accomplish a certain task. So, the willing level is the most satisfactory maturity level to achieve the best performance psychological factor to any organization. Because of the maturity satisfactory level of employees is high, the employees are both willing and able to do the tasks given more efficient. Otherwise, if the maturity satisfactory level is moderate, leaders can concentrate on the relationship and participate in the decision making and willing processes as workers are able but may be unwilling to complete their tasks. Only a little bit of encouraging is needed. Otherwise, if the mature satisfactory level is low, workers are willing but may be unable to complete the tasks, so leaders must push to sell the tasks and let the workers do the rest or leaders must tell workers what to do. In this supermarket organization case, if supermarket's grocery department and logistic department and clerical or cashier departments and fishing/meet etc. department whose employees' maturity satisfactory level is low, then it is possible that who are unable and unwilling to complete whose individual department daily tasks efficiently and these different department managers need to concentrate on both relationship and task aspects to raise whose maturity satisfactory level to be moderate level, even the high level in order to achieve the best performance.Leaders also need to concern staff job satisfaction issue. Job satisfaction is the reflection of a good treatment. It also can be considered as an indicator of emotion well being or psychological health, even job satisfaction can lead to behavior by an employee that affects organizational functioning. Furthermore, job satisfaction can be a reflection of organizational functioning.