This study is comparative study on six cases of workplace innovation in Korea. To assess the differences between public sector and private sector, between manufacturing and public service, between large size workplace and small and midium size workplace, between workplace with unions and without unions, it is focused on the degree of labor-management cooperation and trust, open book management, skill building, and motivation as four elements of it. It is found that labor-management cooperation and trust building could be emphasized in all cases. In terms of open book management, although all cases show us the importance of communication and diversely arranged ways of it, the limitation is evident that communication does not develop employee involvement. It is motivation through remuneration that common finding is smallest and the less specific characteristics of it is likely to be investigated among four elements. It is assumable that the discretion of employers regarding remuneration is not supported institutionally or their willingness is weak. It is analysed that the cases of workplace innovation suggest the positive outcome in job security, the improvements of employees working life, better finance performance, and good external assessments. However, in public sector the discretion on manpower and finance is lack and performance incentive practice is required, and how to assess the outcome of workplace innovation is remained as its limitation. The result of study is showing that workplace innovation is possible and needed at everywhere and that all workplace innovations are achievable their performances to some degree.