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Paternalism to Partnership: The Administration of Indian Affairs, 1786-2021

為了解決office administrator的問題，作者Dejong, David H. 這樣論述：

Paternalism to Partnership examines the administration of Indian affairs from 1786, when the first federal administrator was appointed, through 2021. David H. DeJong examines each administrator through a biographical sketch and excerpts of policy statements defining the administrator’s political

philosophy, drawn from official reports or the administrator’s own writings. The Indian Office, as an executive agency under the secretary of war (1789 to 1849) and secretary of the interior (1849 to present), was directed by the president of the United States. The superintendents, chief clerks, co

mmissioners, and assistant secretaries for Indian affairs administered policy as prescribed by Congress and the president. Each was also given a level of discretion in administering this policy. For most of the federal-Indian relationship, administrators were limited in influencing policy. This pate

rnalism continued well into the twentieth century. Beginning in the 1960s Congress and the president ameliorated their views on the federal-Indian relationship and moved away from paternalism. Since 1966 every administrator of the Bureau of Indian Affairs has been Native American, and each has exerc

ised increasing authority in shaping policy. This has given rise to a federal-Indian partnership that has witnessed tribal nations again exercising their inherent rights of self-government. In this documentary history David H. DeJong follows the progression of federal Indian policy over more than t

wo hundred years, providing firsthand accounts of how the federal-Indian relationship has changed over the centuries.

office administrator進入發燒排行的影片

本國銀行海外分行之經營與治理-以歐美地區為例

為了解決office administrator的問題，作者林淑芬 這樣論述：

近年來，國內銀行在金融環境變化下經營日趨艱難，銀行間競爭愈來愈劇烈，壓縮獲利，加上政府鼓勵銀行國際化，因此本國銀行在提升盈餘及邁向國際化的目標下，紛紛設立多處海外分行，並期待其海外分行提高獲利占比。然在高度期盼海外分行為本國銀行提升獲利及盈餘的同時，本國銀行對於海外分行是否提供足夠之資源及支援？對海外分行當地之法令規範是否瞭解?制定之政策及策略是否合宜？均影響海外分行之經營與治理成果。 本研究以探討相關文獻，深究本國銀行海外分行目前經營現況及所遭遇的困難，透過分析國際裁罰案例、本國主管機關金融檢查公告之缺失範例及態樣及與具海外分行經驗之金融從業人員深度訪談，期能提出相關建議及意見。

本研究認為本國銀行應從制度面著手，認同一般企業為追求獲利而承擔風險，但金融業卻是因管理風險得當而獲利之觀念，訂立確明及有效的內部控制三道防線、落實對海外分行之監督、平衡短、中、長期營運目標，切勿偏頗、提升企業文化、優化人事制度，並提供適切的資源與支援，與海外分行共同努力，強化法令遵循業務，摒除獨尊獲利達成之營運目標，應將法令遵循辦理得當也視為業務推展良好的績效指標，以提升本國銀行海外分行之經營與治理。

The Ultimate Guide to Adobe(r) Acrobat(r) DC

為了解決office administrator的問題，作者Siegel, Daniel J.,Myers, Pamela A. 這樣論述：

Daniel J. Siegel opened the Law Offices of Daniel J. Siegel, LLC in 2005 after being a partner at two prominent Philadelphia personal injury and mass tort firms for more than 20 years. At the same time, he started a technology consulting firm (Integrated Technology Services, LLC), with both business

es located in suburban Pennsylvania. Unlike traditional legal consulting firms, ITS provides lawyer- and paralegal-focused guidance to lawyers throughout the country, with the goal of helping clients improve their workflow by using technology. The company trains lawyers and others in how to use Acro

bat and other products, and sells and supports Acrobat, as well as case management, document management, litigation analysis, and trial presentation products, helping firms with all aspects of practice management, ranging from becoming paperless to trying a complex case before a jury. Pamela A. Myer

s is Office Administrator for both Integrated Technology Services, LLC, and the Office Administrator, Paralegal, and client liaison for the Law Offices of Daniel J. Siegel, LLC. With more than 25 years of experience in the legal field, she is known for her technological acumen, attention to detail,

ability to anticipate an attorney’s needs, and dedication to obtaining the best results for clients.

影響照顧管理專員工作滿意度相關因素之研究－以新北市為例

為了解決office administrator的問題，作者江勃儀 這樣論述：

高齡社會來臨，長期照顧需求人數快速增加，2007年我國設立長期照顧管理中心，由照顧管理專員主責需求評估、資格核定與服務品質監督管理的角色，長期照顧十年計畫2.0政策持續滾動修正，面臨許多問題與挑戰，照顧管理專員長期處於流動率大及人力不足的狀態；本研究旨在探討照顧管理專員的工作滿意度及其影響因素。本研究為橫斷式研究設計，母群體為新北市長期照顧管理中心現職照顧管理專員，使用普查方式，以結構式問卷收集資料，以SPSS 25.0統計軟體進行統計分析。收案期間為110年11月至12月，實際收案數為86份。研究結果顯示照顧管理專員的工作滿意度為中等程度(3.36 ± 0.50，滿分5)，內在滿意度顯著高

於外在滿意度(t = 12.499，p