Executive or Creative Work Preference Scale Test
How the Scales are Structured
Who Usually Takes This Test?
See How You Compare
Below is a preview of how scores are typically distributed across each scale.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Example Questions From the Test
- My work is such that doing it well and following rules precisely will reliably lead to a predictable result.
- Even if I do my work well, I cannot accurately predict the results.
- The ways and methods of doing my work are very diverse, and I am responsible for choosing them.
- The ways of doing my work are more or less standard and known in advance.
- Management decides what I do and how I do it; my role is to follow instructions precisely.
- My work does not involve clear instructions; I have to continually think about how to act.
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Executive or Creative Work Preference Scale Test - Symptoms and Signs
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.