What is the weight on the applicant's personality for tenure? Assume that someone is an excellent researcher (many awards and at least 7-8 publications a year) and a very good teacher but he is not "liked" by some of the tenured faculty in the department (due to differences in opinions on how things should go or how decisions should be taken regarding different matters in the department).

Shouldn't being an excellent researcher and a very good teacher outweigh any social issues?
This is a really contentious issue (typically referred to as "collegiality" in the context of tenure decisions), and there's no clear standard for what to do.  There have been a lot of opinions, such as this one from the American Association of University Professors, but there is no universal rule.

On the one hand, it's outrageous to deny someone tenure just because you personally dislike or disagree with them.  That's an abuse of the tenure process.  The goal is to end up with a good colleague, not a friend or sycophant, and other considerations are not relevant.  Furthermore, there's a danger of discrimination if the current faculty prefer to be around people like them, which just compounds the individual unfairness.

On the other hand, how someone acts can be a fine reason to deny tenure, regardless of how good their research and teaching are.  For example, it would be a mistake to tenure an abusive jerk.  Being a good colleague involves treating people decently and participating successfully in committees or other administrative tasks.  If you behave poorly enough that you can't do that, then you shouldn't be a member of the department.

Of course the difficulty lies in distinguishing between these possibilities.  What one person sees as courageously standing up for their beliefs in the face of opposition, others can see as being rude and disruptive.  It can be difficult to tell whether someone is behaving in a genuinely objectionable way or you just don't like them.

I'd recommend extreme caution in these sorts of cases, since there's great potential for unfairness and poor decisions.  (When these issues come up, it's a good time to think about implicit bias.  Maybe this behavior wouldn't have bothered you if it had come from someone else?)  At the same time I can't endorse a policy that says it doesn't matter how you treat your colleagues, so the best I can say is "it depends."