In the 2021 Hainan Ledong 10km Beach Race, nearly half of the women's prize money could not be issued due to the number of women's finishers being less than the number of awards. This reflects two issues. One is the waste of a large number of reward places, indicating that the male and female bonus settings are uneven, women occupy too much bonus resources relative to men, and men occupy relatively insufficient bonus resources; the other is that the bonus money that leads to the completion of the competition is overpaid, which greatly eliminates the incentive effect of the bonus. Today, I would like to focus on the solution to this problem.
The premise of this question is that it is not ideal to think that the result of the finish will have a prize. Rewards are rewards that are advanced, not all of them together. Rewarding together is a benefit, not a reward. Rewards and benefits are two natures.
Rewarding advanced can only reward some people, not all of them. Let the backwards see that the advanced have rewards and rise up to catch up.
What is all? In road running races, all the finishers are all. That is, the reward can only reward a subset of the finishers, less than 100%.
The solution is that if the completion time of the marathon is 6 hours, the lower limit of the reward cannot be 6 hours, but a performance line of less than 6 hours. Such as 5 hours, 4 hours, etc. With a rigid limiting grade line, you can avoid the irrational situation of a prize at the end of the competition.
Another issue is involved here, namely: the rigid limit grade line for men and women should not be a grade. When the lower score for women's awards is set to 5 hours, the lower score line for men's awards should be lower than 5 hours, if set to 4 hours (the difference between the lower limit of the awards for men and women should be considered in detail). In this way, the achievements of men and women at the level of awards can be roughly reasonable.
When there is a situation where the women's prize money for the Hainan Ledong Beach Race cannot be distributed, it means that the women's participation is too small or the level is too low. At this time, the unpaid bonus can be transferred to the man, rather than the vacancy. Of course, it is allocated to the men who have reached the minimum number of awards. In this way, the inaccuracies of the subjective design of male and female bonuses can be objectively and realistically corrected, so that the rewards are closer to the direction of accurate rewards.