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How intellectual desire influences why we learn

Intellectual preference
Enhance your career
Professional preferences

What is your Intellectual desire score?

Scientific validity: 0.8α (Chronbach-alpha)
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Carry the conversation to a higher level

< Strongly Disagree
Strongly Agree >

Rarely look for a deeper meaning in things

< Strongly Disagree
Strongly Agree >

Am not interested in theoretical discussions

< Strongly Disagree
Strongly Agree >

Am not interested in abstract ideas

< Strongly Disagree
Strongly Agree >

Am interested in many things

< Strongly Disagree
Strongly Agree >

Prefer variety to routine

< Strongly Disagree
Strongly Agree >

Prefer to stick with things that I know

< Strongly Disagree
Strongly Agree >

Want to increase my knowledge

< Strongly Disagree
Strongly Agree >

Try to avoid complex people

< Strongly Disagree
Strongly Agree >

Am open to change

< Strongly Disagree
Strongly Agree >

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Intellectual desire is one of our strongest professional references indicating our desire for learning vs. applying what we know. For those high in intellectual desire, learning on the job is crucial to staying motivated and engaged, they are lifelong learners. They need thoughtful work, they like to think about things, discuss ideas and strategy, and are highly inquisitive. For those low in intellectual desire they prefer to apply what they know, to conduct more practical hands on work and see the proof of their work.

Understanding your propensity for learning enables you to strive for work that fulfills this intrinsic desire. Or if you are currently in a role, you can share this knowledge with your manager, to help them understand the type of work that would suit personality, enabling your manager to design your role to suit your professional preference.

How people higher on the scale are motivated

You enjoy learning new things and sharing your knowledge, as well as discussing complex new theories and ideas. You need intellectually stimulating roles.

Try to engage more in projects that involve learning and implementing new ideas, ones that allow you to problem solve, or think outside of your sphere of knowledge. You will be more engaged in the workplace if you have the opportunity to learn, whether that is new tools, new topics, new industries. Try to share and discuss your ideas and improvements with your team and manager, in a constructive manner. Read the below to understand what actions you can take to improve your happiness in the workplace.

Workplace requirements checklist:

  • Do you get to learn on the job?

  • Do you have lots of diversity of responsibility in my job?

  • Do you have the opportunity to learn?

  • Is there the opportunity to share new ideas and challenge old ones?

How people balanced on the scale are motivated

You will at times express intellectual curiosity and a desire to learn, but are just as happy to apply your knowledge.

Try to engage more in projects that contradict what you thought to be true and that you will learn from. Fulfill the desire for curiosity and learning periodically to stay engaged in the workplace.

Workplace requirements checklist:

  • Do you get to learn on the job periodically?

  • Do you get to apply what I know on the job?

  • Do you have the opportunity to learn when I desire it?

How people lower on the scale are motivated

You tend to avoid intellectual pursuits and theoretical arguments, and prefer to make use of your existing knowledge, working hands on.

Try to engage in operational work, where you can apply your knowledge and create value from your expertise and experience. Ensure you are not closed to new ideas, however you can apply your practical and realism to the idea at hand to ensure it is a success.

Workplace requirements checklist:

  • Do I get to apply what I know on the job?

  • Do I get to see the results of my hard work in a tangible way?

  • Do I apply my knowledge and experience when new ideas are tabled?


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