underdog-unit

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Underdog Unit: Narrative Formula Skill

Underdog Unit：叙事公式技能

You help writers create stories using the "Underdog Unit" formula: institutional outcasts given impossible mandates with minimal resources, creating pressure cookers for character development and creative problem-solving.

你可以帮助创作者运用「Underdog Unit」公式创作故事：让机构边缘人在资源极度匮乏的情况下执行不可能的任务，为角色成长和创造性解决问题构建高压环境。

Core Formula

核心公式

Outcasts + Impossible Mandate + Severe Constraints = Narrative Tension

The power lies in:

Forcing creative solutions through limitation
Building team bonds through shared adversity
Creating David vs. Goliath dynamics within institutions

边缘人 + 不可能的任务 + 严苛限制 = 叙事张力

该公式的力量源于：

通过限制倒逼创意解决方案
共患难中建立团队纽带
在机构内部构建大卫对阵歌利亚的对抗格局

The Four Core Elements

四大核心要素

1. The Mandate (Mission Type)

1. 任务类型

Mandate Type	Enemy	Examples
Cold Cases	Time	Old evidence, faded memories, dead witnesses
Impossible/Unsolvable	Complexity	Cases that stumped the best
Cross-Jurisdictional	Bureaucracy	Navigating multiple systems
Internal Affairs	Institution	Investigating their own
Experimental/New Threats	The Unknown	Cyber, biotech, emerging crimes
PR Disasters	Perception	High-profile failures
Political Hot Potatoes	Politics	Cases no one wants
Reject Pile	Apathy	Cases deemed unimportant

任务类型	阻碍因素	示例
冷案	时间	陈旧证据、模糊记忆、已故证人
无解任务	复杂性	难住顶尖高手的案件
跨司法管辖	官僚主义	周旋于多个系统之间
内部调查	机构本身	调查自己人
新型威胁应对	未知	网络犯罪、生物技术犯罪、新兴犯罪
公关危机处理	公众认知	高关注度的失败事件
政治烫手山芋	政治因素	无人愿意接手的案件
弃案堆	冷漠	被认为无关紧要的案件

2. The Constraints (Resource Limitations)

2. 限制条件（资源匮乏）

Physical Space: Basement storage, abandoned wings, trailers, repurposed areas

Budget: Shoestring, self-funded, borrowed, scavenged, barter economy

Personnel: Skeleton crew, part-time, borrowed, probationary, volunteers

Authority: Limited jurisdiction, advisory only, unofficial, no arrest powers

Time: Sunset clause, probationary period, case-by-case renewal

Technology: Outdated, no database access, analog only, DIY solutions

Political: No leadership support, active sabotage, scapegoat status

物理空间：地下室仓库、废弃翼楼、拖车、改造区域

预算：捉襟见肘、自筹资金、临时借调、搜集而来、物物交换

人员：精简团队、兼职、借调、试用人员、志愿者

权限：有限管辖权、仅提供咨询、非正式、无逮捕权

时间：最终期限、试用期、逐案续期

技术：过时设备、无数据库访问权限、仅支持模拟方式、自制解决方案

政治：无领导层支持、遭主动破坏、被当作替罪羊

3. The Team Composition (Outcast Archetypes)

3. 团队构成（边缘人原型）

Archetype	Description	Story Function
The Disgraced Expert	Former star with catastrophic failure	Seeking redemption
The Rule-Breaker	Gets results through unorthodox methods	Values justice over procedure
The Burnout	Lost faith in the system	Rediscovers purpose
The Rookie	Inexperienced but eager	Fresh perspective, hasn't learned "impossible"
The Outsider	Civilian/reformed criminal/foreign expert	Outside knowledge
The Has-Been	Past glory, current irrelevance	Institutional memory
The Whistleblower	Did the right thing at wrong time	Principled but isolated
The Misfit	Doesn't fit institutional culture	Competent but "difficult"

原型	描述	叙事作用
落魄专家	曾是明星人物，遭遇过重大失败	寻求救赎
规则破坏者	通过非正统方法达成结果	重视正义胜过流程
倦怠者	对系统失去信心	重新找回目标
新手	缺乏经验但充满热情	带来全新视角，不知“不可能”为何物
局外人	平民/改过自新的罪犯/外籍专家	拥有外部知识
过气人物	曾风光无限，如今无足轻重	掌握机构旧有记忆
告密者	在错误的时间做了正确的事	有原则但被孤立
异类	无法融入机构文化	能力出众但“难以合作”

4. The Institutional Dynamics

4. 机构动态

Leadership Type	Relationship to Unit
Hostile	Wants them to fail, actively undermines
Indifferent	Forgot they exist, benign neglect
Protective	One champion shields from bureaucracy
Conditional	Support contingent on results
Divided	Competing agendas, mixed messages

领导层类型	与团队的关系
敌对型	希望他们失败，主动从中作梗
冷漠型	忘了他们的存在，放任不管
保护型	有一位支持者为他们抵挡官僚主义
条件型	支持与否取决于任务结果
分裂型	领导层议程相互冲突，传递混乱信息

Team Formation Patterns

团队组建模式

Assigned: No choice, stuck with each other
Recruited: Leader hand-picks for skills
Volunteered: Self-selected from desperation or belief
Sentenced: Alternative to worse fate
Inherited: Previous iteration's leftovers
Accidental: Thrown together by circumstance

指派式：别无选择，被迫共事
招募式：领导者亲自挑选具备特定技能的成员
自愿式：因绝望或信念主动加入
惩罚式：替代更糟糕的结局
继承式：接手前一团队的剩余人员
偶然式：因意外情况被凑到一起

Formula Variations

公式变体

The Redemption Arc

救赎弧光

Elements: Disgraced professionals + impossible cases + hostile institution
Theme: Personal redemption parallels unit validation
Climax: Often sacrificial victory

要素：落魄专业人士 + 不可能完成的任务 + 敌对机构
主题：个人救赎与团队价值认可并行
高潮：通常是牺牲式的胜利

The Innovation Lab

创新实验室

Elements: Misfits + experimental mandate + indifferent institution
Theme: Innovation from the margins
Climax: Breakthrough validates unconventional methods

要素：异类 + 实验性任务 + 冷漠机构
主题：来自边缘的创新
高潮：突破成果验证了非传统方法的有效性

The Last Chance Saloon

最后机会

Elements: Burnouts + cold cases + sunset clause
Theme: Finding purpose before it's too late
Climax: Each victory extends lifeline

要素：倦怠者 + 冷案 + 最终期限
主题：在为时已晚前找到目标
高潮：每次胜利都能延长团队的存续时间

The Expendables

敢死队

Elements: Rule-breakers + dangerous cases + deniable operations
Theme: Sacrificial service
Climax: Success at personal cost

要素：规则破坏者 + 危险任务 + 可否认的行动
主题：牺牲式服务
高潮：成功的同时付出个人代价

The Island of Misfit Toys

异类收容所

Elements: Misfits + reject cases + forgotten corner
Theme: Finding belonging in exile
Climax: Creating value from what others discarded

要素：异类 + 弃案 + 被遗忘的角落
主题：在放逐中找到归属感
高潮：从他人丢弃的事物中创造价值

Systemic Tensions to Explore

可探索的系统性张力

Resource Creativity

资源创意

Constraints force innovation
Informal networks vs. official channels
Personal investment compensating for support
Favor economy

限制倒逼创新
非正式网络 vs 官方渠道
个人投入弥补支持不足
人情交换

Loyalty Dynamics

忠诚动态

Team loyalty vs. institutional loyalty
When to break rules for results
Covering for each other's weaknesses
Us vs. them mentality

团队忠诚 vs 机构忠诚
何时为了结果打破规则
互相掩盖弱点
我们 vs 他们的心态

Success Paradoxes

成功悖论

Success attracts unwanted attention
Success threatens established departments
Success raises expectations without raising resources
Success makes them targets

成功引来不必要的关注
成功威胁到现有部门的地位
成功提升了期望但未增加资源
成功使他们成为目标

Identity Questions

身份问题

Professional identity vs. institutional rejection
Finding purpose in the margins
Building culture without support
Defining success on own terms

职业身份 vs 机构排斥
在边缘地带寻找目标
在无支持的情况下构建团队文化
用自己的方式定义成功

Implementation Guide

实施指南

Step 1: Choose Core Conflict

步骤1：选择核心冲突

What enemy drives your narrative?

Time (cold cases)
Complexity (impossible cases)
Bureaucracy (jurisdictional)
Institution itself (corruption)
Unknown (emerging threats)

你的叙事由哪种阻碍驱动？

时间（冷案）
复杂性（无解任务）
官僚主义（跨司法管辖）
机构本身（腐败）
未知（新型威胁）

Step 2: Layer Constraints

步骤2：叠加限制条件

Pick 3-4 for maximum friction:

One physical (space/equipment)
One resource (budget/personnel)
One authority (power/jurisdiction)
One relationship (institutional dynamics)

选择3-4个以最大化冲突：

一项物理限制（空间/设备）
一项资源限制（预算/人员）
一项权限限制（权力/管辖权）
一项关系限制（机构动态）

Step 3: Assemble Outcasts

步骤3：组建边缘团队

Build complementary dysfunctions:

Mix experience levels
Mix failure types
Mix backgrounds (insider/outsider)
Create interpersonal friction points

构建互补的功能性缺陷：

混合不同经验水平
混合不同失败类型
混合背景（内部人/外部人）
设置人际摩擦点

Step 4: Design Success Conditions

步骤4：设计成功条件

Define victory:

Short-term wins vs. long-term survival
Individual redemption vs. unit validation
System change vs. working within it
Public victory vs. private knowledge

定义胜利：

短期胜利 vs 长期存续
个人救赎 vs 团队认可
系统变革 vs 适应系统
公开胜利 vs 私下知晓

Step 5: Build Escalation

步骤5：构建升级节奏

Plan increasing pressures:

Skepticism → active opposition
Small wins → bigger challenges
Team friction → cohesion → new conflicts
Scarcity → solutions → new limitations

规划逐步升级的压力：

怀疑 → 主动反对
小胜 → 更大挑战
团队摩擦 → 凝聚力 → 新冲突
资源匮乏 → 解决方案 → 新限制

Stakes Escalation Pattern

风险升级模式

Personal → Professional → Community → Systemic

Job at risk, reputation threatened
Industry/organization threatened
Neighbors, family, local area impacted
Entire social/political order at stake

个人层面 → 职业层面 → 社区层面 → 系统层面

工作岌岌可危，声誉受损
行业/机构受到威胁
邻居、家人、当地社区受到影响
整个社会/政治秩序面临危机

Unit Naming Conventions

团队命名惯例

Official Designations:

Unfortunate acronyms (S.C.U.M., F.A.I.L.)
Bureaucratic blandness (Special Projects Division)
Basement designations (Unit B-12)
Numbers instead of names (Unit 13, Division X)

Unofficial Names:

Sardonic nicknames from other departments
Self-deprecating team adoptions
Gallows humor references

官方称谓：

尴尬的首字母缩写（S.C.U.M.、F.A.I.L.）
官僚式的平淡名称（特殊项目部门）
以地下室位置命名（B-12小组）
用数字替代名称（13小组、X部门）

非官方名称：

其他部门取的讽刺性绰号
团队自嘲式的自称
黑色幽默相关的称呼

Common Pitfalls

常见陷阱

Pitfall	Solution
Too many constraints	Believability breaks if literally everything is against them
Unearned competence	Team needs to struggle before succeeding
Deus ex machina resources	Solutions should come from established elements
Perfect team harmony	Internal conflict drives development
Institutional conversion	System rarely admits it was wrong
Consequence-free rule breaking	Actions should have prices

陷阱	解决方案
限制条件过多	如果所有条件都对他们不利，故事将失去可信度
无来由的能力	团队在成功前必须经历挣扎
天降资源	解决方案应来自已设定的要素
完美团队和谐	内部冲突推动角色成长
机构彻底转变	系统很少承认自己的错误
打破规则无需代价	行为应带来相应后果

Quick-Start Templates

快速启动模板

Template 1: The Innocent Professional

模板1：无辜专业人士

Pattern: Competence Trap
Team: Translator + support staff
Revelation: Translating coded criminal communications
Conflict: Criminals, law enforcement, victims all need them

模式：能力陷阱
团队：翻译员 + 支持人员
发现：翻译加密的犯罪通讯
冲突：罪犯、执法部门、受害者都需要他们

Template 2: The Desperate Survivor

模板2：绝望幸存者

Pattern: Weakness Lever
Team: Night shift cleaners
Revelation: Cleaning up disguised crime scenes
Conflict: Blackmail, police pressure, moral obligation

模式：弱点利用
团队：夜班清洁工
发现：清理被伪装的犯罪现场
冲突：被勒索、警方施压、道德义务

Template 3: The Reluctant Heir

模板3：不情愿的继承者

Pattern: Inherited Network
Team: Small shop staff (inherited)
Revelation: Shop is neutral ground for criminal negotiations
Conflict: Gang expectations, police, community safety

模式：继承的关系网
团队：小商店员工（继承而来）
发现：商店是罪犯谈判的中立场所
冲突：帮派期望、警方调查、社区安全

The Key Insight

核心洞察

The constraint becomes the catalyst; the outcasts become the heroes; the impossible becomes the inevitable. The formula works because external struggles mirror internal ones—characters fighting personal demons also fight institutional ones.

限制成为催化剂；边缘人成为英雄；不可能变为必然。该公式之所以有效，是因为外部斗争与内部斗争相互映照——角色在与个人心魔斗争的同时，也在与机构体系对抗。

Output Persistence

输出持久化

Output Discovery

输出位置查找

Check for
```
context/output-config.md
```
in the project
If found, look for this skill's entry
If not found, ask user: "Where should I save underdog unit designs?"
Suggest:
```
stories/units/
```
or
```
explorations/stories/
```

检查项目中的
```
context/output-config.md
```
若存在，查找本技能的条目
若不存在，询问用户：“Underdog Unit设计应保存至何处？”
建议路径：
```
stories/units/
```
或
```
explorations/stories/
```

Primary Output

主要输出内容

Mandate type - Mission and enemy
Constraints - 3-4 selected limitations
Team composition - Outcasts with archetypes
Institutional dynamics - Leadership relationship
Escalation plan - Stakes progression

任务类型 - 任务内容与阻碍因素
限制条件 - 3-4个选定的限制
团队构成 - 带有原型的边缘人团队
机构动态 - 与领导层的关系
升级计划 - 风险递进节奏

File Naming

文件命名规则

Pattern:

{unit-name}-underdog-{date}.md

格式：

{unit-name}-underdog-{date}.md

Verification (Oracle)

验证（Oracle）

What This Skill Can Verify

本技能可验证内容

Constraint count - 3-4 constraints, not more? (High confidence)
Team dysfunction - Do outcasts have real flaws? (Medium confidence)
Formula structure - Core elements present? (High confidence)

限制条件数量 - 是否为3-4个？（高可信度）
团队功能性缺陷 - 边缘人是否有真实的缺点？（中等可信度）
公式结构 - 核心要素是否齐全？（高可信度）

What Requires Human Judgment

需要人工判断的内容

Plausibility - Would institution actually create this unit?
Team chemistry - Will these outcasts generate interesting conflict?
Stakes calibration - Is escalation appropriate for story length?

合理性 - 机构是否真的会成立这样的团队？
团队化学反应 - 这些边缘人能否产生有趣的冲突？
风险校准 - 升级节奏是否符合故事长度？

Oracle Limitations

Oracle局限性

Cannot assess whether team dynamics will be compelling
Cannot predict reader sympathy for outcast characters

无法评估团队动态是否引人入胜
无法预测读者对边缘角色的共情度

Feedback Loop

反馈循环

Session Persistence

会话持久化

Output location: See
```
context/output-config.md
```
What to save: Mandate, constraints, team, dynamics, escalation
Naming pattern:
```
{unit-name}-underdog-{date}.md
```

输出位置：参见
```
context/output-config.md
```
需保存内容：任务、限制条件、团队、动态、升级节奏
命名格式：
```
{unit-name}-underdog-{date}.md
```

Cross-Session Learning

跨会话学习

Check for prior unit designs in this setting
Ensure institutional consistency
Failed unit dynamics inform anti-patterns

检查同一设定下的过往团队设计
确保机构设定的一致性
失败的团队动态可作为反模式参考

Design Constraints

设计限制

This Skill Assumes

本技能的前提假设

Institution exists to work within/against
Resources are genuinely limited
Team members are genuinely flawed

存在可依附或对抗的机构
资源确实有限
团队成员确实存在缺陷

This Skill Does Not Handle

本技能不处理的内容

Individual character arcs - Route to: character-arc
Institutional worldbuilding - Route to: governance-systems
Scene pacing - Route to: scene-sequencing

单个角色弧光 - 转至：character-arc
机构世界观构建 - 转至：governance-systems
场景节奏 - 转至：scene-sequencing

Degradation Signals

退化信号

More than 4 constraints (implausible)
Team immediately competent (no struggle)
Institution converts at end (validates outcasts too easily)

限制条件超过4个（不合理）
团队立即展现出能力（无挣扎过程）
机构在结尾彻底转变（轻易认可边缘人）

Reasoning Requirements

推理要求

Standard Reasoning

标准推理

Single constraint selection
Individual outcast design
Basic team assembly

单一限制条件选择
单个边缘人设计
基础团队组建

Extended Reasoning (ultrathink)

扩展推理（ultrathink）

Full unit design - [Why: all elements must balance]
Multi-season escalation - [Why: long-term stakes progression]
Institutional integration - [Why: unit must fit larger system]

Trigger phrases: "design the complete unit", "plan the full series", "how does the institution work"

完整团队设计 - [原因：所有要素必须平衡]
多季升级节奏 - [原因：长期风险递进]
机构整合 - [原因：团队必须适配更大的系统]

触发短语："design the complete unit"、"plan the full series"、"how does the institution work"

Execution Strategy

执行策略

Sequential (Default)

顺序执行（默认）

Mandate before constraints
Constraints before team
Team before dynamics

先确定任务，再设定限制条件
先设定限制条件，再组建团队
先组建团队，再设计机构动态

Parallelizable

可并行执行

Designing multiple team members
Research into different institutional models

设计多个团队成员
研究不同的机构模式

Subagent Candidates

候选子代理

Task	Agent Type	When to Spawn
Institutional research	general-purpose	When modeling on real organizations
Character development	general-purpose	When deepening individual outcasts

任务	代理类型	触发时机
机构研究	通用型	以真实组织为原型建模时
角色开发	通用型	深化单个边缘人角色时

Context Management

上下文管理

Approximate Token Footprint

大致Token占用

Skill base: ~3k tokens (formula + elements + variations)
With templates: ~4k tokens
With full pitfalls: ~4.5k tokens

技能基础内容：约3k tokens（公式+要素+变体）
包含模板：约4k tokens
包含完整陷阱内容：约4.5k tokens

Context Optimization

上下文优化

Focus on relevant formula variation
Templates are starting points, not required
Naming conventions are optional flavor

聚焦相关的公式变体
模板仅作为起点，非必需
命名惯例为可选的调味内容

When Context Gets Tight

上下文紧张时的处理

Prioritize: Core formula, current constraint set
Defer: Full archetype list, all variations
Drop: Quick-start templates, naming conventions

优先保留：核心公式、当前限制条件集
延后处理：完整原型列表、所有变体
舍弃：快速启动模板、命名惯例

Anti-Patterns

反模式

1. Constraint Overload

1. 限制过载

Pattern: Stacking every possible limitation—no budget, no space, no authority, hostile leadership, skeleton crew, outdated tech, AND a sunset clause. Why it fails: Beyond 3-4 constraints, the situation becomes implausible. Why would any institution set up something designed to fail this completely? Readers lose suspension of disbelief. Fix: Pick 3-4 constraints maximum. Make them feel organic to the institution's logic. One powerful constraint (active sabotage from leadership) often works better than five medium ones.

模式：叠加所有可能的限制——无预算、无空间、无权限、敌对领导层、精简团队、过时技术，还有最终期限。 失败原因：超过3-4个限制后，场景变得不合理。为什么机构要设立一个注定完全失败的团队？读者会失去代入感。 修复方案：最多选择3-4个限制条件。让这些限制符合机构的逻辑。一个强有力的限制（如领导层主动破坏）往往比五个中等限制更有效。

2. Competence Without Struggle

2. 无挣扎的能力

Pattern: The outcast team immediately gels and starts solving cases through brilliant unconventional methods. Why it fails: The formula requires earning competence. If they're immediately effective, they're not really underdogs—they're just a team with branding problems. The struggle IS the story. Fix: Build in early failures. Show methods that don't work before finding ones that do. Let team friction create real problems before forging bonds.

模式：边缘团队立即磨合成功，通过天才般的非正统方法解决案件。 失败原因：该公式要求能力是通过努力获得的。如果他们立即高效，那他们就不是真正的边缘人——只是有品牌问题的团队。挣扎本身就是故事的核心。 修复方案：加入早期失败的情节。展示无效的方法，再找到有效的方法。让团队摩擦先制造真实问题，再建立纽带。

3. Institutional Conversion

3. 机构彻底转变

Pattern: By the end, the institution recognizes the unit's value, gives them resources, and admits it was wrong. Why it fails: Real institutions rarely admit systemic error. Having the parent institution validate the outcasts undermines the thematic core about working in the margins. Fix: Victories should be grudging acknowledgments at best. The unit might survive, but the institution's culture won't fundamentally change. Success comes despite the system, not because it evolves.

模式：故事结尾，机构认可了团队的价值，为他们提供资源，并承认自己的错误。 失败原因：现实中的机构很少承认系统性错误。让母机构认可边缘人会破坏“在边缘地带工作”这一主题核心。 修复方案：胜利最多只能换来勉强的认可。团队可能得以存续，但机构文化不会从根本上改变。成功是冲破系统阻碍取得的，而非因为系统进化。

4. Perfect Team Complementarity

4. 完美团队互补

Pattern: Each outcast has exactly the skill the team needs, and their dysfunctions never actually impede the work. Why it fails: The formula requires friction. If the Burnout's apathy never costs them a case, if the Rule-Breaker's methods never backfire, the character flaws are cosmetic. Fix: Let dysfunctions have real consequences. The Has-Been's outdated methods should fail sometimes. The Whistleblower's principles should create genuine dilemmas, not just flavor.

模式：每个边缘人都恰好具备团队所需的技能，他们的缺陷从未真正影响工作。 失败原因：该公式需要摩擦。如果倦怠者的冷漠从未让他们错失案件，如果规则破坏者的方法从未适得其反，那角色缺陷只是表面功夫。 修复方案：让缺陷产生真实的后果。过气人物的过时方法有时应该失效。告密者的原则应该制造真正的困境，而非仅仅是调味。

5. Deus Ex Resources

5. 天降资源

Pattern: When the plot requires it, someone magically has a contact, favor, or skill that wasn't established. Why it fails: The constraint-creativity dynamic only works if constraints are real. Pulling resources from nowhere violates the premise. The unit can't be scrappy AND have whatever they need. Fix: Establish all key resources, contacts, and skills early. Solutions should emerge from previously established elements. If they need something new, acquiring it should be a story beat, not a convenience.

模式：当剧情需要时，有人神奇地拥有未设定过的人脉、人情或技能。 失败原因：限制驱动创意的动态只有在限制真实存在时才成立。凭空获取资源违反了前提。团队不能既精打细算又能随时获得所需一切。 修复方案：提前设定所有关键资源、人脉和技能。解决方案应来自已设定的要素。如果需要新资源，获取过程应作为一个故事节点，而非便利条件。

Integration

集成

Inbound (feeds into this skill)

输入（为该技能提供支持）

Skill	What it provides
character-arc	Individual transformation arcs for team members
positional-revelation	How mundane roles create unexpected access
worldbuilding	Institutional systems to work within and against

技能	提供内容
character-arc	团队成员的个人转变弧光
positional-revelation	平凡角色如何获得意外权限
worldbuilding	可依附或对抗的机构系统

Outbound (this skill enables)

输出（该技能为其他技能提供支持）

Skill	What this provides
dialogue	Team dynamics and conflict for dialogue scenes
scene-sequencing	Escalating pressure structure for pacing
endings	Earned resolution through team development

技能	提供内容
dialogue	用于对话场景的团队动态与冲突
scene-sequencing	用于节奏控制的压力升级结构
endings	通过团队成长实现的合理结局

Complementary

互补技能

Skill	Relationship
moral-parallax	Underdog-unit creates institutional pressure; moral-parallax explores the ethical complexity of working within corrupt systems
story-sense	Use story-sense to diagnose team dynamics problems; underdog-unit provides the formula structure

技能	关系
moral-parallax	Underdog Unit 制造机构压力；moral-parallax 探索在腐败系统中工作的伦理复杂性
story-sense	用story-sense诊断团队动态问题；Underdog Unit 提供公式结构