The growing increase in the scarcity of resources, along with the effect of businesses on climate change and the risk of next generation resources stability, has made sustainable development a main concern in business and a challenge of our time. The business sector is paying more attention to the sustainable development agenda, and a growing number of initiatives have beenimplemented to address it. Altering the way of doing business and introducing innovative approaches to operations. Intra-organizational and inter-organizational learning resulting from individual, group, and organization learning is one of the tools contributing to sharing, transferring, and creating new knowledge and inventive solutions and practices. Moreover,organizational learning is an essential factor for successful transition into sustainability amongorganizations committed to sustainable development. It is a key factor in successfully implementing sustainable development. Many studies have approached intra-organizational and inter-organizational learning separately, yet there is still room for further exploration of thepractical implementation when it is oriented toward sustainability. This study aims tounderstand the implementation of intra-organizational and inter-organizational learning oriented toward sustainability using a practice-based approach. In addition to the factors that might affect the learning process when learning is oriented toward sustainability.

A case study research methodology was carried out through semi-structured interviews conducted at the Electrolux Group, a leading global home appliance company in Sweden thatoperates according to the sustainable development agenda and plays a leading role in the industry. The results showed that the implementation of intra-organizational and inter-organizational learning theoretically follows the five-building blocks learning theory and the 4Is learning process framework with some practical adjustments. Mainly depending on people communicating and reaching out, in a loop of intra-organizational and inter-organizational learning. Meanwhile, operating and following flexible non-strict processes, through continuous dialogue and internal communication between all members, as well as external communication with other organizations. By sharing and transferring ideas and thoughts to build the learning. All of this is supported by effective leadership practices and is reinforced by a solid shared vision.