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Executive or Creative Work Preference Scale

Executive or Creative Work Preference Scale Test

Learn in 3 minutes whether you thrive on structured tasks or prefer a flexible, creative style. With 12 quick items, it supports career choices, learning plans, and better team fit.

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Questions: 123 minutes

Hi! My name is Freudly, i am an AI therapist, I will give you an interpretation of the test after you complete it.

08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

29535 views

3821 completion

3357 likes

Scale Explorer

How the Scales are Structured

example score

6/12

Creative Work (CW)

Measures how strongly a person prefers creative, flexible work that requires initiative and original solutions under uncertainty.

Low

Moderate

High

0 – 5: Low | 6 – 8: Moderate | 9 – 12: High

A score of 6 indicates a moderate inclination toward creative work, suggesting comfort with some freedom and idea generation while still benefiting from some structure.

example score

6/12

Executory Work (EW)

Measures preference for structured, rule-based execution of tasks versus a more flexible, creative approach in work situations.

Creative-leaning

Balanced

Executive-leaning

0 – 4: Creative-leaning | 5 – 7: Balanced | 8 – 12: Executive-leaning

A score of 6 falls in the Balanced range, suggesting you can work within clear rules when needed while still valuing some flexibility in how tasks are done.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

Undecided high school students

46%OF USERS

Teens choosing subjects or future careers use it to see whether they thrive in structured tasks or creative work.

Students planning college majors

32%OF USERS

Applicants and first-year students take it to align a major with their preference for routine execution versus flexible creation.

Early-career job switchers

22%OF USERS

People considering a new role use it to confirm whether they fit better in regulated processes or idea-driven projects.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

RESULTS YOU CAN ACTUALLY USE

What You’ll See After You Finish the Test

Scale Results
— Explained Clearly

Your scores across each test scale, translated into plain, usable insights. Not just numbers, but what they actually mean for your daily life, emotional state, and overall well-being.

AI-Powered
Interpretation

A structured, clinically grounded explanation. Our AI analyzes patterns and relationships between scales to provide a coherent interpretation — without alarmist language.

Statistical
Comparison

See how you compare to others. Your scores are placed in a statistical context, showing percentiles and trends based on anonymized platform data to help you understand what`s typical.

Practical
Recommendations

Actionable guidance tailored to your profile. Receive clear, realistic suggestions you can apply immediately — focused on coping, self-regulation, and realistic next steps.

AI-Detected
Insights

Key patterns you might not notice on your own. Surfacing subtle connections in your responses that help you better understand what may be driving your current results.

Discuss with
an AI Psychologist

Clarify, reflect, and explore right away. Talk through your outcomes, ask questions, and explore meanings in a calm, non-diagnostic dialogue environment.

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Used in 52+ countries

Benchmarking

See How You Compare

Once you finish the test, your results will be compared with real-world data from people in your country.
Below is a preview of the benchmarks we use to place your score in context.

Creative work (Cw)

Average

4.9

Normal range

2.9 — 7

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Performing Arts Work (PAW)

Average

8.8

Normal range

7.2 — 10.3

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

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CLEAR ANSWERS TO COMMON QUESTIONS

Frequently Asked Questions

Any questions left?

What does this questionnaire measure?

It screens for a preference for structured, rule-based tasks versus flexible, idea-focused work. Results reflect work-style inclination rather than skill level.

Who is this questionnaire intended for?

It is suitable for students and adults who are comparing routine and creative roles or planning education and career steps. It can also support team role discussions.

How long does it take and how many items are included?

Completion time is about 3 minutes. The questionnaire includes 12 items.

How should items be answered?

Select the response that best matches typical preferences and likely reactions. Use first impressions and avoid overanalyzing individual items.

How should the results be interpreted?

Scores indicate a stronger fit with either structured execution or creative exploration, or a balanced profile. Results should be combined with other information when making high-stakes decisions.

WHAT THE TEST MEASURES

About This Assessment

Inclination towards executive or creative work Test

Executive or Creative Work Preference Scale Test

career guidance

This brief self-report measure assesses preference for structured, routine task demands versus more flexible, generative work activities. The Executive or Creative Work Preference Scale is commonly used to support discussions of vocational fit and role alignment in educational or career counseling contexts.

The instrument includes 12 items and typically takes about 3 minutes to complete. Items ask respondents to indicate how they tend to approach or prefer different work situations, yielding an indication of relative orientation toward executive/structured versus creative/open-ended work.

The Executive or Creative Work Preference Scale was developed by J. P. Guilford and E. Paul Torrance. Results are generally interpreted as one input among other clinical, educational, and contextual information when considering career planning, training goals, or team role preferences.

Author: E. Paul Torrance, J. P. Guilford

Literature: Kirton, M. J. Adaptors and innovators: A description and measure. Journal of Applied Psychology. 1976.

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