Most executives believe that interpersonal conflicts can be solved by rational judgment. They may be confused when they see two strangers strife on the street for a minor issue. The words in the quarrel are getting harder and louder, for their conflicts are undoubtedly initiated by their emotion, stirred up by their emotion, and finally mastered by their emotion, where rationality seems completely absent. Certainly, some people can still manipulate conflicts well with their well-managed emotions. But it has been sufficient to tell every executive the truth that the handling of interpersonal conflicts is much more than rules and regulations. Conflicts can seldom be solved through simple rational comparison among points of view. The Bible vividly describes interpersonal conflict handling: “Interfering in someone else’s argument is as foolish as yanking a dog’s ears. – Proverbs 26:17.” Yanking a dog’s ear will surely be hurt by the dog; Accordingly, handling conflicts between someone else will unavoidably be dragged in the conflicts. The reason is simple. Conflict is seldom rational, and most are emotional instead. In my experience in personnel management, rational judgment often unconsciously puts the executive on either side of a conflict. Still, a listening ear is always the real need of people in emotion.