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Shreyash Vanapalli

Dr. Timothy Robinson

English 112: Writing & Research in the Disciplines

October 6th, 2025

Using Artificial Intelligence in Business

Artificial Intelligence (AI) is revolutionizing the world of business globally and creating huge

advancements; no other technological breakthroughs are even close to matching the rate that AI

is developing in the business world globally. AI has become an extremely critical tool for

innovation and development. Behind this usage lie problems that need to be addressed. As

businesses hurry to integrate AI into their operations, its human and ethical consequences are

often overlooked over the vast number of benefits that Artificial Intelligence provides. Job

security, ethical decision-making, and excessive reliance on algorithms are issues that arise from

the integration of AI. In instances where AI replicates the same operations as human employees,

reinforces hidden biases, or makes decisions without accountability, the results can break trust

between AI and humans. This hindrance in human-AI collaboration can cause risks of workforce

disruption, trust issues between AI and employees, and reputational downfall of businesses.

If businesses globally want to succeed in the long term, they must use AI not as a

replacement for human intelligence but rather as a partner that can develop us. That is why

businesses should integrate a Responsible AI Integration Framework—a strategy that ensures

technology serves people, not the other way around. This framework involves reskilling

programs to help employees transition into AI-specific roles, transparency standards so that the

people putting their trust in Artificial Intelligence understand why AI is making the decisions

that it is, and human-AI collaboration models that preserve human judgment in sensitive fields to
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ensure that there is still a moral human aspect to the decisions being made. Also, regular ethical

audits reviewing the AI’s system, making sure it aligns with the goals that the business is

working towards, can identify and reduce bias before it causes harm.

Job security is a very vital factor in many people's lives. Nothing can be taken for granted

in life, and this does not exclude the jobs of millions of people. According to the U.S. Bureau of

Labor Statistics (BLS), as of August 2025, the unemployment rate was 4.3%, indicating that

approximately 95.7% of Americans were employed or actively seeking employment. This

suggests that most adults rely on jobs as their primary source of income. This only develops the

concept of job security being such a huge issue, which is now being threatened by AI. Artificial

Intelligence is developing rapidly and can compute higher-level operations, for instance a study

conducted by Weizheng Jiang found that “AI were found to facilitate higher-order cognitive

processes, allowing participants to engage in more complex reasoning during collaboration.”

Due to AI’s high computing capabilities, it can replace employees with their own higher

operational skills. AI’s effect on job displacement is currently growing; in a Stanford study

presented in 2025, it was found that “between the ages of 22 and 25 have experienced a 13%

relative decline in employment since 2022, in occupations most exposed to AI” (Brynjolfsson et

al.). To combat this, action must be taken towards working alongside AI. Upskilling and training

for AI-specific programs are needed, such that it creates a new job demand in which job security

will not be an issue. AI involves two parts: hardware to support the computation of the AI, and

software—the development and data behind the processing of the AI—but for the development

to occur, there must be many developers to feed the data into the AI. “What is more, demand for

talent is only increasing. Most large companies in the US have hired general AI roles in data

science or machine learning over the past few years, and now many are seeking to fill more

specialized positions” (Tordorova et al.). This creates a new field in which employees can work,
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and with upskilling programs and training in the AI field, people can then keep up with the

development of AI and combat job security by getting a firm job that aligns with AI instead of

fearing to work against it.

AI dependence is another vital issue. Artificial Intelligence has exceedingly high

computing capabilities, making it an optimal “easy way out.” Though this may allow for better

efficiency and automated processes, this leaves the working system of employees in dust. If AI

becomes the sole worker to complete operations, then there would be no use for human

employees, as businesses could just develop to a point in which AI would be the main workforce

in operations needed for the business. AI integration can be an immensely powerful tool, but

when used incorrectly, it can lead to devastating loss. Employees and workers can use Artificial

Intelligence to a high caliber but can also use it to complete work they may not want to do:

“People supported by AI-powered decision support tools frequently over rely on the AI: they

accept an AI’s suggestion even when that suggestion is wrong” (Buçinca et al.). To combat this,

a combination of upskilling programs and a human overview is required. Through upskilling

programs, employees not only get introduced to a new field but also gain awareness about the

essence of Artificial Intelligence. Through this awareness, it helps create an understanding of

correct AI usage and the consequences of incorrectly using AI, preventing overdependence due

to the understanding of the employees involved in human-AI collaboration through the upskilling

programs. Human overview is another effective solution to this problem. Connecting to AI trust,

human overview prevents blind reliance, maintains accountability, supports critical thinking

skills, and mitigates error and bias. By overviewing AI, it forces employees and users to look at

the reasoning and thought process of AI so that they do not just blindly believe it. Through this,

they can personally compare evaluations with AI to improve critical thinking for many scenarios,

as well as see the flaws in some derivations.

On the other hand, others may argue that Artificial Intelligence is a machine that can

think; it can only process and make decisions based on the information that we give it. However,

behind this machine, biases can be created as well as decisions without clear reasoning, as we do

not think like AI. This leads to its decision-making processes being opaque and difficult to

challenge, which undermines the accountability of its decision-making. Moving past bias and

opaque decision-making, another issue is human morality being involved in the decision-making

process. Artificial Intelligence does not have human emotional capacity and is a cold-hearted,

calculating machine, as it is only built for automation efficiency. This only brings another ethical

issue to the table, creating an issue on AI trust, as it is one of the most important factors of AI

integration: “Functional and emotional trust enhance higher-order cognition, while the

transparency dimension of cognitive trust inhibits cognitive processes” (Jiang et al.). This all,

moreover, specifically targets the human aspect that is missing in AI processing rather than the

capabilities of AI. However, there is a solution to this issue by involving regular auditing and

transparency standards. Ethical auditing involves supervising and maintaining trust in AI systems

by systematically evaluating their fairness, transparency, accountability, and alignment with

human values. Through this evaluation, it is possible to assess whether the AI system aligns with

the goals of the business integrating the AI, as well as looking at the moral and ethical capacity

to understand the needed collaboration between humans and AI to create well-informed

decisions using both perspectives of human morals and AI analysis. By setting transparency

standards and revealing how an AI operates, makes decisions, and uses data, it becomes clear and

understandable to all. This opens AI so that employees can also analyze the process, as not only

is the result important, but the process is as well. This creates stronger trust between AI and

humans, as humans can understand the decisions being made by the AI, eliminating the idea of

opaque decisions, including the idea of AI accountability, as now employees can assess the
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process to understand whether the result is really aligned with the goals that they are working

towards: “Transparency in AI systems emerges as a critical factor in fostering trust and positive

employee attitudes”(Sadeghi).

Artificial Intelligence is shown to provide exciting opportunities—automating operations,

creating lower costs, and increasing efficiency levels that we could never match before. On the

other hand, there are benefits and disadvantages, as nothing is perfect. Heavily relying on AI

without consulting its process can lead to uninformed decisions, gambling for a good outcome,

reinforcing existing biases in the AI thinking process and data that it has collected, and silently

losing the moral aspect of human thinking from the decisions that it creates. The consequences

are not just theoretical, but very real, as employees’ well-being, trust in the organization of the

employees, and even the company’s reputation in the world of business are all at stake. Without

careful management, AI can create many issues that can plummet the entire world of business.

This is where a “Responsible AI Integration Framework” becomes essential in combating

all these cons. By offering reskilling programs, companies can help employees step confidently

into AI-enhanced roles, introducing them to a new field and allowing them to work alongside AI

with a conceptual understanding of how AI works and functions to truly optimize the power of

human-AI collaboration. Clear transparency standards allow everyone in the business to see how

AI is making recommendations, building trust rather than fear, and understanding the steps and

thoughts behind the machine tracking its way to the verdict that it seems is correct. And most

crucially, humans must remain in the driver’s seat, especially in sensitive areas like hiring,

healthcare, and finance. Ethical audits act as an extra safeguard, catching biases and preventing

any errors before they reach real people or real business outcomes, coupled with continuous
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human overview to ensure all methods implemented to optimize AI are effective and do not

allow AI to take control, making it the sole thing we depend on.

Ultimately, integrating AI responsibly is not only a technical task but also a human task.

Companies that fuse operational efficiency with ethics, transparency, and human oversight will

harness AI’s true potential without sacrificing the assets the business may have. By keeping

human morals and ethics at the forefront, businesses can prevent overreliance, adopt higher

levels of cognition, and ensure AI serves as a dynamic ally rather than a replacement toward the

goals of the business. This is what organizations need to integrate a “Responsible AI Integration

Framework” to build trust, resilience, and lasting success in an AI-driven world of technology.
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Work Cited

Brynjolfsson, Erik, et al. Canaries in the Coal Mine? Six Facts about the Recent Employment

Effects of Artificial Intelligence, 26 Aug. 2025, [Link]/wp-

content/uploads/2025/08/Canaries_BrynjolfssonChandarChen.pdf.

Buçinca, Zana, et al. “To Trust or to Think: Cognitive Forcing Functions Can Reduce

Overreliance on AI in AI-Assisted Decision-Making.” [Link], 19 Feb. 2021,

[Link]/abs/2102.09692.

Jiang, Weizheng, et al. “Understanding Dimensions of Trust in AI through Quantitative

Cognition: Implications for Human-AI Collaboration.” PLOS ONE, Public Library of

Science, 2025, [Link]/plosone/article?id=10.1371%[Link].0326558.

Sadeghi, Soheila. “Employee Well-Being in the Age of AI: Perceptions, Concerns, Behaviors,

and Outcomes.” [Link], 6 Dec. 2024, [Link]/abs/2412.04796.

“Transmission of Material in This News Release Is Embargoed until USDL-25-1344.” The

Employment Situation- August 2025, Aug. 2025,

[Link]/[Link]/pdf/[Link].
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Tordorova, Zornitsa, et al. “Talent and Trade: The New Battlegrounds in Ai.” Barclays IB, 1

May 2025, [Link]/our-insights/[Link].