Professor of Organisational Behaviour
BSc, MSc (Giessen University), PhD (Aston University)
My research interests include creativity and innovation in teams, team processes and dynamics. I’ve cooperated with, or consulted for, various public and private organisations in the healthcare, pharmaceutical, and financial sectors, focusing on team-working effectiveness, self-management training, and leadership development.
I’m a member of the Organisational Behaviour subject group at Cambridge Judge Business School, which aspires to promote our understanding of behaviour within organisations and translate our scientific research into practical applications.
Professional experience
Andreas cooperated with, or consulted for, various public and private organisations in the healthcare, pharmaceutical, and financial sectors, focusing on team-working effectiveness, the stimulation of creativity and innovation, self-management training, and leadership development. He has led or contributed to executive education programmes in many organisations, including TomTom, Australian National University, UNICEF, Commercial Bank Qatar, Ministry for Internal Affairs United Arab Emirates, Abu Dhabi Police Force, the Indian Administration Service, Dell, and Barclays, among others. Andreas is a trained psychologist who specialised in Industrial and Organisational Psychology, holds a PhD in management, and is a certified client-centred counsellor (occupational and clinical settings). He serves on the editorial board of the Academy of Management Journal, is a Consulting Editor at the Journal of Applied Psychology, and previously was Associate Editor for Applied Psychology: an International Review.
News and insights
Insight
Reputation
A summary of recent research and other initiatives from Cambridge Judge Business School.
As the COVID-19 emergency continues, our faculty keeps finding innovative ways to make a difference and to share their knowledge with those who might need it to become more resilient in an unpredictable world.
Insight
Learning from workplace failure
Employees can learn from failure if their teams offer psychological safety and provide informational resources, says study co-authored by Dr Andreas Richter of Cambridge Judge Business School. Perhaps all employees, at some point, fail in ways large and small – from flubbing an entire project to misspelling a name. But how can employees learn from failure, and what environment should companies provide to help workers do so? Previous studies reach mixed conclusions as to whether employees learn from their failure experiences at all, because many people who fail at work lose self-esteem and retreat into defensive reactions that stifle such learning. A study forthcoming in the journal Organization Science offers a new route to learning from failure: it concludes that employees are more likely to learn from failure if they work within teams that offer psychological safety, and such learning is further enhanced if teams harbour distributed knowledge and expertise – known as a "transactive memory system" – in which group knowledge is stored and coded so team members serve as "expert memory aids" to one another. The combination of a psychologically safe environment and such a workplace learning system can "help individuals seize the learning opportunities inherent in failure"…
Media coverage
Executive Courses | 10 November 2021
Executive Education courses in positive leadership
Companies want leaders with a human touch. “There is research suggesting that employees are expecting this from managers, but also that managers who lead with empathy are effective. The flip side is that managers high on dark triad personality characteristics also show negative effects on employees,” says Andreas Richter, Professor of Organizational Behavior at Cambridge Judge Business School.
IEDP | 24 August 2016
From shame to creativity
Research co-authored by Dr Andreas Richter, University Lecturer in Organisational Behaviour at Cambridge Judge Business School, concludes that employees can help channel workplace shame into creativity if the situation is handled skillfully and sensitively. “People naturally want to overcome their workplace shame by demonstrating their value to the organisation, and one way of doing this is to show creativity. “The study finds that managers can facilitate this by providing an appropriate environment,” Andreas said.
Cambridge Network | 14 January 2015
Turning workplace shame into creativity
Research co-authored by Dr Andreas Richter, University Lecturer in Organisational Behaviour at Cambridge Judge Business School, concludes that employees can help channel workplace shame into creativity if the situation is handled skillfully and sensitively.