Prof. Dr. Jörg K. Ritter

Quadriga Hochschule Berlin

Prof. Dr Jörg. K. Ritter is professor for Business Economics with a focus on personnel and organisation development at the department Management & Economics at Quadriga University of Applied Sciences Berlin. He also heads the MBA Leadership & Human Resources degree programme.

Since 1994, he has worked as partner and consultant at the Berlin office of the personnel and consulting company Egon Zehnder and is currently the Senior Advisor. Amongst others,until November 2019 Jörg Ritter there acts as co-leader of the Global Practice Family Business Advisory. From November 2017 he is the Vice Chairman of Advisory Boards of Hidden Champions Institute at ESMT Berlin.

Prior to that, he was a senior associate at McKinsey & Company as well as a consultant and executive assistant for the Treuhandanstalt Berlin (privatization agency) and sub-department head at the Ministry of Economics.

Professor Ritter studied economics and received his doctorate from the Hochschule für Ökonomie Berlin (University of Economics). He has been strongly tied to the field of science for many years in his function as lecturer at various universities and as an advisory board member in master programmes on personnel Management.

Prof. Dr. Jörg K.  Ritter


Please find as follows further information on professor Ritter’s research. The section “research projects” contains an overview on both completed and current projects while you will find Prof. Dr Ritter’s various publications in the section “publications”.


In his research, professor Ritter focuses on personnel management as well as governance and organisation development with a special focus on family businesses.

Finalised research projects in the fields of competence-based evaluation of managers and organisations, management of diversity and complexity as well as leadership in family businesses
  • Development and global practice of competence models to evaluate performance & potential with managers and future leaders as well as organisations.
  • Selection and analysis of interdisciplinary and intersectoral teams as to develop and optimise problem-solving approaches for society as a whole plus the efficient handling of complexity.
  • International research project in collaboration with the Family Business Network International on the subject of Management of Non-Family Talent in 50 globally acting, large family businesses from more than 20 countries from 2014 to 2015.


Current research projects on the topics of succession and governance in entrepreneurial families, family businesses and human resoures
  • International research project with the Family Business Network International on the topic A Family’s Gravity and Governance as seen from the perspective of the Next Generation from 2016 to 2017.
  • Analysis, conception and realisation of succession processes in family businesses to ensure competitiveness and a cross-generational and governance-based development of the family business status.
  • Rethinking HR: Research project of Quadriga University, Egon Zehnder and the Bundesverband der Personalmanager (BPM/Federal Association of HR Managers) on the subject of “Board Acceptance” within a new form of HR. Analysis, prioritisation and development of the required contents and competencies through qualitative and quantitative elicitation among 40 German, globally operating corporations.


  • Fernández-Aráoz, C., Iqbal, S., Ritter, J. K. & Sadowski, R. (2016). Familienunternehmen besser führen, Harvard Business Manager Edition, 2/2016, S.6-13.
  • Grundke, M., Knauf, A., Ritter, J. K., & Röhrl, G. (2016). Den Erben Zeit lassen. Harvard Business Manager Edition, 2/2016, S. 52-58.
  • Fernández-Aráoz, C., Iqbal, S., Ritter, J. K. & Sadowski, R. (2015). Familienunternehmen besser führen, Harvard Business Manager, Juni 2015, S.56-65.
  • Fernández-Aráoz, C., Iqbal, S. & Ritter, J. K. (2015). Leadership Lessons from Great Family Businesses, Harvard Business Review, April 2015.
  • Gerhardt, T., & Ritter, J. K. (2004). Management Appraisal: Kompetenzen von Führungskräften bewerten und Potenziale erkennen. Frankfurt/Main: Campus Verlag.
  • Grundke, M., Knauf, A., Ritter, J. K., & Röhrl, G. (2014). Den Erben Zeit lassen. Harvard Business Manager, S. 44-51.
  • Leipprand, T., Allmendinger, J., Baumanns, M., & Ritter, J. K. (2012). Jeder für sich und keiner fürs Ganze? – Warum wir ein neues Führungsverständnis in Politik, Wirtschaft, Wissenschaft und Gesellschaft brauchen, Gemeinschaftsstudie Egon Zehnder International, stiftung neue verantwortung, Wissenschaftszentrum Berlin für Sozialforschung.
  • Ritter, J. K. (2014). Die Fremden. In F. Langenscheidt, & P. May (Hrsg.), Familienunternehmen. 10 Themen, 10 Experten, 10 Seiten. S. 41-50. Deutsche Standards.
  • Ritter, J. K. (2015). HR sollte zum Motor der Transformation werden, Harvard Business Manager, Oktober 2015, S.42.
  • Ritter, J. K., Sadowski, R., & Seidenglanz, R. (2014). HR hat ein Autoritätsproblem. Human Resources Manager, 4, S. 74-75.
  • Ritter, J. K., Sadowski, R., & Wagner, T. P. (2014). Nachfolge als Strategie- und Change-Prozess. Wie das Familienunternehmen DORMA die Chancen des Generationswechsels genutzt hat. OrganisationsEntwicklung, 1, S. 75-82.