effects of intrinsic and external motivations. When Canadian managers or professionals do a job to satisfy others, they tend to have lower levels of satisfaction and psychological health. Also, these same individuals have shown they are motivated by several beliefs and fears concerning other people. Thirdly, though some individuals believe one should not work extreme hours, many prefer it because of how passionate they are about the occupation. On the other hand, this may also put a strain on family relationships and friendships. The balance of the two is something that is hard to achieve and it is always hard to satisfy both parties. Work enjoyment vs. inner pressures There are different components that qualify as reasons for considering an individual as a workaholic. Burke & Fiksenbaum refer to Spence and Robbins (1992) by stating two of the three workaholism components that are used to measure workaholism. These include feeling driven to work because of inner pressure and work enjoyment. Both of these affect an individual differently and each has different outcomes. To begin, work enjoyment brings about more positive work outcomes and is unrelated to health indicators. Inner pressure, on the other hand, is negatively related with work outcomes and has been related negatively to measures of psychological health. Burke & Fiksenbaum make a reference to Graves et al. (2006) when examining work enjoyment and inner pressures. Work enjoyment and inner pressure were tested with performance ratings. The former was positively related to performance ratings while the latter interfered with the performance-enhancing aspects of work enjoyment. Burke & Fiksenbaum refer to Virick and Baruch (2007) when explaining how these two workaholism components affect life satisfaction. Not surprisingly, inner pressure lowered the balance between work-life and life satisfaction but enhanced people's performance at their occupation, whereas work enjoyment led to a positive balance between the two. Again, when managers and professionals are passionate about their occupation and put in many hours, they then become concerned that their occupation will satisfy personal relationships and the balance must then be found according to the importance levels of the individual. Motivation and outcomes The researchers indicate different patterns of correlations between these two components. These patterns include antecedents and consequences. The two components offer unique motivations or orientations to work which result in its effects on work and well-being. Inner pressures will hinder performance while work enjoyment will smooth performance. Inner pressures of