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Our personality is defined as a set of traits that can explain or predict a person’s behavior in a variety of situations. In other words, personality is a set of characteristics that reflect the way we think and act in a given situation.
Because of this, our personality has a lot to do with how we relate to one another at work. How we think, what we feel, and our normal behavior characterize what our colleagues come to expect of us both in behavior and the expectation of their interactions with us.
When we come to expect someone to act a certain way, we learn to interact with them based on their personality. This goes both ways, and people learn to interact with us based on our personality. When we behave different than our normal personality traits, people may take time to adjust to the situation.
Personality also affects our ability to interact with others, which can impact our career success. People with positive and hopeful personalities tend to be rewarded through career success later in life.
Although there is debate between whether or not our personalities are inherent when we are born (nature) versus the way we grew up (nurture), most researchers agree that personality is usually a result of both nature and our environmental/education experiences.
Personality has consequences. Measures of personality have contemporaneous and predictive relations to a variety of important outcomes. Using the Big Five factors as heuristics for organizing the research literature, numerous consequential relations are identified. Personality dispositions are associated with happiness, physical and psychological health, spirituality, and identity at an individual level; associated with the quality of relationships with peers, family, and romantic others at an interpersonal level; and associated with occupational choice, satisfaction, and performance, as well as community involvement, criminal activity, and political ideology at a social institutional level.
So in your relationship is it a matter of “opposites attract” or “birds of a feather”? The question of whether similar or dissimilar personality traits are a source of romantic attraction and marital satisfaction has been debated for years. There are those who propose a complementarity hypothesis claiming that partners may be more satisfied with those who differ with them on certain personality traits because these partners complement them or offer what they don’t have: she is a thinker; he is a doer.
Reflecting this sentiment, Tim Lahaye in his book Opposites Attract maintains that people with similar temperaments never marry because like temperaments repel — they don’t attract. Similarly, Harville Hendrix, author of Getting the Love You Want, proposes that “There’s a polarity in the universe physically that is also reflected in relationships, especially when it comes to personality traits. So a high-energy person will be attracted to a low-energy person … Incompatibility makes for a dynamic, powerful, growing, exciting relationship.”
Disagreeing with this, authors Scott Lililenfeld, Steven Lynn, John Ruscio, and Barry Beyerstein describe “Opposites Attract: We Are Romantically Attracted to People Who Differ From Us” as one of the 50 Great Myths of Popular Psychology in their2010 book by that title. These authors contend that most studies demonstrate that people with similar personality traits are more likely to be attracted to each other. This similarity-attraction hypothesis seems to hold up across characteristics as physical attractiveness, attachment style, political and religious attitudes, socio-economic background, and level of education, according to Pieternal Dijkstra in his2008 article “Do People Know what they Want: A Similar or Complementary Partner?”
I'm Agree with Mr. Emad In His Answer
