Making training work has always been a critical issue and will become more important in the coming decades. Definitions of effective training range from training that promotes growth and enthusiasm among employees to a bottom-line approach with emphasis on whether the training makes employees produce more. Variables that affect training include appropriateness of the subject matter, instructional personnel, and corporate attitude toward training and education. A study explored the impact of one variable, organizational attitudes, on learning in organization-sponsored workshops. Employees of two organizations attended identical workshops on microcomputers, conducted by the same instructors. Both groups of employees had similar demographic and educational characteristics. Students (63 from one organization and 138 from the other) responded to an evaluation questionnaire at the end of the workshop. To examine the differences between the two groups, a t-test of means was used for each item on the evaluation questionnaire. Responses for the content item were significantly higher for one of the groups. The difference was attributed to the organizational value systems or corporate culture of the two organizations. One organization failed to communicate the high value it placed on the program to employees, and the workshop was not directly linked to the job rewards emphasized by management. The other organization had conveyed attitudes of the value of education as an end in itself, and its employees gave a higher rating to the content of the workshops. The study suggests that the effectiveness of training depends on the organizational values that are transmitted to employees and internalized by them prior to training. (KC)