This paper discusses the role of staff development units with respect to "corporate culture" and in light of the experience of the Staff Development Division of the Saskatchewan Public Service. The term "corporate culture" has been defined as the values, symbols, and beliefs that people in a given organization hold jointly and that thus guide an organization. Corporate culture has a powerful influence throughout an organization, affecting everything from what decisions get made to who gets promoted. It is especially important for persons joining an organization to know whether the organization's culture and values are compatible with their own. Managers must likewise understand how their organization's corporate culture works if they want to accomplish the goals that they have established. Staff development units can perform four roles with respect to corporate culture. Such units can (1) analyze an organization's values, (2) define them, (3) influence them, and (4) reflect them. Analyzing an organization's values might involve identifying the values people believe that a given organization has, or it may mean making an organizational diagnosis (i.e., determining where the organization is today, where it wants to go, and how it can get there). A staff development unit can establish mechanisms whereby people at all levels in the organization can define its values. Influencing an organization's values entails establishing heroes who personify the culture, developing communications systems to carry the culture's message, and developing performance management systems to reward performance that is in keeping with corporate values. Like human resource departments, staff development units fulfill a supportive function. Yet, because staff development has a strong mandate to provide education (which is a form of socialization), it has an opportunity to socialize employees to the corporate culture and values of an organization. (MN)