A learning organization is cognized as an appearance of the most ideal organization that has to be built by the 21st century's future organization. But, building a learning organization is not so easy because the meaning of learning organization is vague and abstract and the definition is very various and there is no practical methodology to build a learning organization such as Benchmarking, BPR etc.
Therefore, I conclude to set the following research questions for getting over the abstract image of learning organization in this treatise.
First, what is the foundation that facilitates a learning organization?
Second, what is the practical strategy to build a learning organization?
Finally, what is the innovation strategy that build a learning organization ?
This study is an exploratory study on a learning organization focusing on management innovation movement of the specific company. The objective of this study is to provide practical methodology for building a learning organization and to present the innovation strategy eventually for company to build a learning organization effectively.
For this purpose, this study investigates two cases of management innovation movement. In spite of the methodological limitations, this study provides the following implications:
First, management innovation movement has an effect on some attributes of 5 basic categories that facilitate a learning organization.
Second, attributes that outcome from innovation can be measured and is concrete influenced effectively.
Third, attributes that need long term to build are non-effective.
Finally, Top-Down management is non-effective in the view of long term though it is effective in early stage of innovation and so many improvement that proceed at same time also aggravate the innovation.
