In a corporate environment that uses performance management tools to regularly evaluate employee performance and results, why does a lack of motivation persist among employees to complete their self$-$assessments? Additionally, if one's Behaviorally Anchored Rating Scales $($BARS$)$ result is consistently "meets expectations" based on your organization's practices, could this contribute to one's disengagement? Lastly, with concerns over pay disparity and unequal pay scales for women, why would employees feel motivated to perform at a higher level when the reward remains average?