The nature of employment in the United States has changed dramatically over the last 100 years. Employment circa 1913 was characterized by a very tenuous employment relationship. There was very little job security or stability and levels of loyalty and commitment between employees and their employers was weak. Working conditions, pay, and general worker treatment were poor, and employees had little recourse, in part, because their ability to form and join unions was inhibited. This began to change in the mid-1930's, and working conditions changed considerably. The relationship between employers and employees was very different as well, and for over a generation, work in the United States was noted for its stability, long term commitments and secure employment. However, some have noted that many aspects of the employment relationship today are reminiscent of those at the turn of the 20th century. Work is once again characterized by weak commitments, little job security, and frequent turnover. Working conditions, while nothing like those at the turn of the century, are characterized by some as going backward, and certainly unionization rates have continued to drop from a high of 35% in the 1950's to less than 7% today. Your assignment for this research paper is to prepare a brief narrative of the nature of the employment relationship over the last 100 years, addressing how and why it has changed over that period of time. In it you should address how the Personnel or Human Resource Management function has changed to meet the needs of this changing employment relationship. Finally, you will be expected to address the implications and challenges the new employment relationship holds for managing the human resources of organizations today. Within this general framework you have latititude and in fact, are encouraged to, focus on specific areas, such as the employment experience for minorities, changes in unionization, the employment experience in a particular field or sector, changes in job stability/security, etc. As long as it examines this issue from the view of employment over the last century and addresses how the HRM function has evolved over time, and must continue to evolve, to address the particular issue, it will be an acceptable topic. A minimally acceptable paper will be 8 pages long (not counting title page and reference list) with a minimum of 8 scholarly references. Additional resources such as websites, newspaper and magazine articles, etc. may be used as supplemental resources