Introduction Leadership Psychology while dealing with employees requires an active role as a gateway to success, satisfaction, growth, and knowledge. This level can be attained only when the organizational leadership has prepared itself with a solid understanding of employees’ needs; the level of emotional order and disorder as well as attitude towards work. As the term leadership is related to something which is meant for a group raring to achieve a goal under the guidance of a single person or in some cases some personalities. It’s this leadership that sets a goal; envisions a path and divides the whole process into various modules. Now, these modules are none other than people who work for achieving the goal while sticking to the guidelines provided by the leaders. Technically it’s the leadership that influences the whole system as if it’s the brain of an intelligent with different modules acting as various parts of the megastructure craving for success (Fairhurst, 2008). The role of Supervisors On issues related to employee values, attitudes, and emotions help to build loyalty in the organization and how are these factors influenced by culture and demographic factors, one would like to enforce the thought based on the fact that despite being a heavy machine; its the wheels which decide how a vehicle should move. The employees from the same portion of the complete system. The success of the system especially the critical one similar to crime and justice, the loyalty of the employees is a must. The Supervisors should have to maintain the highest level of maturity in issues related to employee relations. Factors like employees’ values, attitudes, and emotions play a decisive role in maintaining the employees’ devotion towards the work on top (Rainy, 1997). Leadership models Now moving out the structure to various modules, the real test of leadership comes into the picture. This phase is that of giving the modules a physical shape. The personals are being appointed for carving the modules. The leadership now looks for the same traits so that the modules can function by their objectives. Various traits and their measurement techniques have to be found so that necessary qualities can be quantified as well as compared so that the needed workforce can be identified as well as instated (Astley & Sachdeva, 1984). The transactional leadership ability will provide the much-needed motivational requirements. It will works while making avenues through the creation of clear structures as per subordinates’ requirements and considerable necessity and at the same time, they are awarded for following the orders leading to observance of the company’s objective (Likert, 1961). Performance appraisal can promote both the institutional development of the organization and the personal development of the people working within it. Integrating personal goals and organizational goals is an elusive but desirable objective, especially at a time when many workers feel alienated. Mistrustful or even hostile relationships between managers and rank and file employees are signs of poor organizational health. These are ‘we versus them” relationships inevitably led to malaise for the organization and the individual (Sypher, 1997). Conclusion Hence, the role of leadership especially in the case of an organization is to identify leaders. Here, leade