The problems of the training departments of offshore drilling companies are to determine novel rewards for trainees and to use these rewards correctly. Rewards are motivators and real or apparent satisfiers of needs. For some instructional goals, computer-based training satisfies many needs and applies many motivators to hold the trainee's attention. Self-esteem needs clamor for satisfaction and could attract the attention of personnel to training. To boost trainees' self-esteem, a training program should offer as much prestige as possible to successful trainees. Sources of prestige include industrial certification, continuing education credit, approved courses, and college credit. Diamond M Company has chosen to harness prestige to motivate personnel to attend training courses willingly. The company (1) uses both industrial and governmental certification; (2) has applied for the approval of the U.S. Coast Guard for its marine courses; (3) as yet, has seen no situation fit for continuing education units; and (4) has formed a relationship with an accredited four-year college so that trainees may apply for academic credit for certain training. (YLB)