HECHT, Justice.
In this case, a discharged employee sued his former employer for breach of an employment contract, and sued three of the employer’s agents for tortious interference with that contract. The district court concluded the termination was, as a matter of law, for cause and granted summary judgment to all of the defendants. We conclude the district court erred in granting summary judgment to the employer and one of the three individual defendants.
I.Factual and Procedural Background.
A reasonable fact-finder viewing the summary judgment record in the light most favorable to the plaintiff, Dr. Gregory Kern, could find the following facts. Kern was employed as an assistant professor by Palmer College of Chiropractic. A written contract established the term of his employment from October 1,1995, to September 30, 2000. The parties fully incorporated, as an “integral and binding part” of the contract, the 1988 Palmer College Faculty Handbook, which stated the terms and conditions of employment for all Palmer College faculty members.
The faculty handbook declared the responsibilities of Palmer faculty members, detailed the internal procedural protections available to any aggrieved faculty member, and prescribed the grounds for termination of faculty members’ employment. Section 6.61 of the handbook addressed the grounds for termination:
Dismissal from appointment may be effected by the College for the following causes:
1. Conduct seriously prejudicial to the College through conviction of an infraction of law or through moral turpitude.
2. Willful failure to perform the duties of the position to which the faculty member is assigned or willful performance of duty below accepted standards.
3. Breach of College regulations adversely affecting the College.
During a faculty meeting attended by Kern on November 30, 1999, Dr. Donald Gran, Kern’s immediate supervisor, requested all faculty members draft twenty-five questions suitable for inclusion in the national chiropractic board examination. Gran described the proper formatting for [655]*655the questions, which were to be returned to Gran in an electronic format. The task of writing such questions was not foreign to the Palmer faculty, but in previous years Kern and several other professors had routinely submitted proposed questions in handwritten form. Gran also requested all faculty members under his supervision, including Kern, draft and submit to him a statement of professional goals for the year 2000. An email from Gran to faculty members provided a model of the format to guide them in developing appropriate goals.1 In February 2000, Gran reminded the faculty that the proposed national board questions were due in electronic form by March 30.
On March 22, 2000, Gran’s secretary, Sharon Boyle, sent an email reminder to several faculty members, including Kern, who had not delivered to Gran their statements of professional goals. The email set a new deadline of March 31 for completion of the task, and reiterated the four criteria for appropriate goals:
1. List at least one primary goal you will achieve by December 2000 relating to your classroom teaching, research/scholarship, and service to the college.
2. For the goals listed, indicate the anticipated administrative and/or collegial support necessary to accomplish the goal.
3. For the goals listed, describe the tangible end product which signifies the goal has been accomplished.
4. For the goals listed, describe the anticipated timeline for any major milestones in accomplishing your goals.
Gran sent additional emails on March 28 and 29 reminding faculty members who had not submitted goals that he expected completion of the task “without fail” on March 31. Kern submitted hand-written national board exam questions and a single goal to Gran sometime between April 1 and April 4. Kern articulated his goal as follows:
1. My primary goal to be achieved by December 2000 is to restore all departments campus wide. These goals carry through to teaching, research/scholarship, and especially service to the college.
2. Anticipated administrative help in this goal is very minimal, anticipated collegial support, i.e. faculty is going to have to be huge.
3. The tangible end product to this goal is clearly better communication, better morale, and much better quality for the students & faculty.
4. My anticipated timeline for this goal is: however long it takes.
(Emphasis in original.) Kern’s reference in the statement to the, “restoration of all departments” adverted to a decision by Palmer’s administration to shift from a departmental curriculum to a “year-based” curriculum in mid-to-late 1999. Kern was dissatisfied with the reorganization of the curriculum and believed it would negatively affect Palmer students. He had openly expressed his doubts about the suitability of the new organizational structure in questions posed to Dr. Guy Riekeman, the president of the college, during a meeting of Palmer’s faculty senate in the spring of 2000. Dr. Riekeman responded that anyone who disagreed with the reorganization could choose to leave.
Kern perceived a negative response from Palmer’s administrators after that meeting of the faculty senate. One of [656]*656Kern’s patients was an acquaintance of Dr. Robert Percuoco, Palmer’s Dean of Academic Affairs.2 The patient carried a message to Kern for Percuoco, advising Kern to “watch his back” and informing Kern that his days at Palmer were numbered because Percuoco would “see him fired.”3
Soon thereafter, Gran, who was supervised by Percuoco, confronted Kern and placed a record in his personnel file warning against excessive use of sick days. Kern was alarmed by this action as he had used fewer sick days than the faculty handbook authorized for that year. Gran also took issue with the substance of Kern’s stated goal, and returned to Kern his proposed national board questions because they were not properly formatted. In an April 7 email requesting that Kern resubmit the questions electronically that day, Gran advised Kern to contact Sharon Boyle for assistance with the formatting if assistance was needed. Kern testified at his deposition that he accepted the offer of assistance and turned his questions into Boyle for formatting on more than one occasion after receiving notice of the electronic format requirement. On April 10, Gran sent a memorandum of reprimand to Kern stating properly formatted exam questions had not been received. Kern viewed Gran’s responses as harassment because he knew other professors who were not computer-literate had submitted proposed questions in handwriting and were accommodated with secretarial assistance, and those professors were not reprimanded.
On April 13, 2000, Kern met with Gran and Dr. Kevin McCarthy, the Vice President of Academic Affairs for Palmer College. McCarthy angrily confronted Kern about the substance of Kern’s goal to return to the former curriculum structure. Kern felt physically threatened by McCarthy’s demeanor during the meeting. Although various email messages sent to Kern after the meeting suggest McCarthy and Gran expected Kern would prepare a new statement of goals, Kern asserted in his deposition testimony that McCarthy expressly told him during the meeting a new statement of goals would not be required.
Kern did not submit a new statement of goals after the April 13 meeting. After several subsequent email messages from college administrators to Kern inquiring about the status of his proposed exam questions and his goals, McCarthy sent a written ultimatum to Kern directing him to submit both to Gran by noon on June 14, 2000, or suffer dismissal. McCarthy sent copies of this ultimatum to Riekeman, Per-cuoco, and Gran.
On June 14, a few minutes before the noon deadline, Kern submitted to Gran a [657]*657handwritten group of proposed national board exam questions and a note. The message on the note reminded Gran that Kern had previously submitted his statement of goals, and offered to provide Gran another copy if Gran had misplaced it. On June 19, McCarthy sent Kern a letter dismissing him from employment for “willful failure to perform the duties of the position to which the faculty member is assigned and/or willful performance of duty below accepted standards.”
Kern appealed his dismissal to the faculty judiciary committee as authorized in the faculty handbook. A grievance hearing was held on August 29, 2000, before the committee consisting of eight members. Following the hearing during which both Kern and McCarthy testified, the faculty judiciary committee issued its recommendation to Riekeman on September 1, 2000. Addressing only the college’s claim that Kern’s discharge was justified by his failure to timely submit satisfactory professional goals in a proper format, the committee found that the “totality of evidence presented during the hearing, in the opinion of the committee, did not provide clear and convincing basis to justify the rationale indicated in the letter of dismissal.... ” The committee therefore found meritorious Kern’s appeal of the grievance and recommended his dismissal from the faculty be rescinded. President Riekeman disagreed with the committee’s recommendation, and issued a written decision on October 9, in which he found Kern’s employment was properly terminated for violation of section 6.6 of the Faculty Handbook.
Kern subsequently filed this action alleging breach of contract by Palmer College and intentional interference with contractual relations by Percuoco, Riekeman, and McCarthy. All of the defendants moved for summary judgment. Palmer’s motion asserted Kern had failed to raise a genuine issue of material fact on his breach-of-contract claim. The motions of the other defendants contended generally that Kern had failed to generate a fact question in support of his allegation that the defendants wrongfully interfered with his employment contract. The court granted Palmer’s motion for summary judgment, finding as a matter of law Palmer had not breached the employment contract. The court also granted summary judgment in favor of Reikeman, McCarthy, and Percuoco, concluding as a matter of law Kern had failed to engender a fact question on his claim that one or more of the individual defendants caused Palmer to breach the contract.
II. Scope of Review.
We review a district court’s summary judgment ruling for errors at law. Kelly v. Iowa Mut. Ins. Co., 620 N.W.2d 637, 641 (Iowa 2000). A party is entitled to summary judgment when the record shows no genuine issue of material fact and that the moving party is entitled to a judgment as a matter of law. Iowa R. Civ. P. 1.981(3). The court views the record in the light most favorable to the nonmoving party. Smidt v. Porter, 695 N.W.2d 9, 14 (Iowa 2005) (citation omitted). “In deciding whether there is a genuine issue of material fact, the court ... afford[s] the nonmoving party every legitimate inference the record will bear.” Id.
III. Discussion.
A. Summary Judgment in Favor of Palmer College. To prevail in his claim for breach of contract against Palmer, Kern must prove:
(1) the existence of a contract; (2) the terms and conditions of the contract; (3) that [he] has performed all the terms and conditions required under the con[658]*658tract; (4) the defendant’s breach of the contract in some particular way; and (5) that plaintiff has suffered damages as a result of the breach.
Molo Oil Co. v. River City Ford Truck Sales, Inc., 578 N.W.2d 222, 224 (Iowa 1998) (citing Iowa-Illinois Gas & Elec. Co. v. Black & Veatch, 497 N.W.2d 821, 825 (Iowa 1993)). The fighting issues in this case at the summary judgment stage relate to the third and fourth elements of the cause of action: the allegations of performance by Kern and breach by Palmer.
When engaging in the construction of contracts we look to the parties’ intent, as indicated by the terms of the contract. Iowa R.App. P. 6.14(6)(re). The question of whether the plaintiff has proved a breach of contract is for the judicial fact-finder. See Davenport Bank & Trust Co. v. State Cent. Bank, 485 N.W.2d 476, 480 (Iowa 1992) (“The existence and terms of a contract and whether the contract was breached are ordinarily questions for the jury.”).
The parties in this case concur that Kern’s employment contract is a “for cause” contract.4 Generally an employee under such an agreement may be terminated for reasons that relate to “performance of his or her job and the impact of that performance on an employer’s ability to attain its reasonable goals.” Lockhart v. Cedar Rapids Comm. Sch. Dist., 577 N.W.2d 845, 847 n. 1 (Iowa 1998) (citing Briggs v. Bd. of Dirs., 282 N.W.2d 740, 743 (Iowa 1979)). “Cause” does not include “reasons which are arbitrary, unfair, or generated out of some petty vendetta.” Id. Rather than agreeing to a general “for cause” termination term, the parties to this contract included a specific enumeration of what would constitute a valid termination “for cause.” The contract provided Kern could be terminated for “[wjillful failure to perform the duties of the position to which [he][wa]s assigned or willful performance of duty below accepted standards.”5 Summary judgment in favor of Palmer is inappropriate, then, if there is a genuine issue of material fact regarding whether Kern’s conduct amounted to a “willful failure to perform” his duties as an assistant professor, or whether his performance of those duties fell “below accepted standards.”
In this case, Palmer concluded cause existed for the termination of Kern’s employment. Palmer contends, and the district court concluded, judicial review of the employer’s finding of cause for termination should be constrained by deference for the employer’s decision. Kern responds that employers have no legitimate claim to such deference because judicial fact-finders are perfectly capable of making factual determinations as to whether the parties’ contractual formulation of causes for termination has been breached, much as they are trusted to sort out whether a failure of performance has occurred in other contract litigation.
A majority of courts addressing the standard by which performance of employment contracts is judged view employment [659]*659contracts as fundamentally different from other contracts, and consequently grant employers great deference in making “cause” termination decisions. See, e.g., Braun v. Alaska Commercial Fishing & Agric. Bank, 816 P.2d 140, 142 (Alaska 1991); Cotran v. Rollins Hudig Hall Int’l, Inc., 17 Cal.4th 93, 69 Cal.Rptr.2d 900, 948 P.2d 412, 420-22 (1998); Towson Univ. v. Conte, 384 Md. 68, 862 A.2d 941, 950-51 (2004); Southwest Gas Corp. v. Vargas, 111 Nev. 1064, 901 P.2d 693, 701 (1995); Kestenbaum v. Pennzoil Co., 108 N.M. 20, 766 P.2d 280, 287 (1988); Thompson v. Associated Potato Growers, 610 N.W.2d 53, 59-60 (N.D.2000); Simpson v. W. Graphics Corp., 293 Or. 96, 643 P.2d 1276, 1279 (1982); Baldwin v. Sisters of Providence in Wash., Inc., 112 Wash.2d 127, 769 P.2d 298, 304 (1989). In Towson University, for example, the court concluded “the practical considerations of running a business overwhelmingly favor a legal presumption that an employer retain the fact-finding prerogative underlying the decision to terminate employment.” 862 A.2d at 953. In jurisdictions following this rule of deference to employers’ termination decisions, the judicial fact-finder’s role is not to determine whether the facts underlying the employer’s “cause” determination were actually true, or to conduct de novo review of whether the facts found by the employer amounted to “cause” for termination under the terms of the contract. Instead, the judicial fact-finder determines only whether the cause claimed by the employer for termination was “a fair and honest cause or reason, regulated by good faith on the part of the party exercising the power,” based on facts “supported by substantial evidence and reasonably believed by the employer to be true,” and “not for any arbitrary, capricious, or illegal reason.” Baldwin, 769 P.2d at 304. This approach is generally described as judicial review for “objective reasonableness.” Towson Univ., 862 A.2d at 954. To avoid summary judgment under the objective reasonableness standard, a plaintiff who challenges an employer’s determination of cause for a discharge must show the employer had no reasonable grounds to believe sufficient cause existed to justify the termination. Kestenbaum, 766 P.2d at 287.
The Michigan Supreme Court has adopted a different rule that provides greater protection to employees who have secured “for cause” terms in their employment contracts. In Toussaint v. Blue Cross & Blue Shield of Michigan, 408 Mich. 579, 292 N.W.2d 880 (1980), the Michigan Supreme Court held the question of whether “cause” for termination actually existed was for the fact-finder to decide. 292 N.W.2d at 895 (“[Wjhere an employer has agreed to discharge an employee for cause only, its declaration that the employee was discharged for unsatisfactory work is subject to judicial review. The jury as trier of facts decides whether the employee was, in fact, discharged for unsatisfactory work.”). The Toussaint court expressly rejected the narrower role of the judicial fact-finder prevailing in the jurisdictions that review the reasonableness of an employer’s termination decision:
[W]e have considered and rejected the alternative of instructing the jury that it may not find a breach if it finds the employer’s decision to discharge the employee was not unreasonable under the circumstances.
Such an instruction would transform a good-cause contract into a satisfaction contract. The employer may discharge under a satisfaction contract as long as he is in good faith dissatisfied with the employee’s performance or behavior. The instruction under consideration would permit the employer to discharge as long as his dissatisfaction (cause) is [660]*660not unreasonable. The difference is minute.
Where the employee has secured a promise not to be discharged except for cause, he has contracted for more than the employer’s promise to act in good faith or to not be unreasonable. An instruction which permits the jury to review only for reasonableness inadequately enforces that promise.
Id. at 896. The court also rejected the employer’s argument that “enforcing contracts requiring cause for discharge will lead to employee incompetence and inefficiency,” noting employers (1) are not required to enter “for cause” contracts, and (2) are permitted to contract for standards of job performance. Id. at 896-97.
We conclude the Toussaint rule should be applied under the circumstances of this case. Our decision is strongly influenced by the fact that Palmer and Kern defined the concept of “good cause” in their employment agreement. The contract language thus established a standard that is sufficiently definite to allow a fact-finder to determine whether Palmer had “good cause” to support the termination of Kern’s employment. We believe the existence of the specific contractual standard diminishes the force of Palmer’s assertions that it should have the right to determine what is or is not “good cause,” and that no fact-finder should be permitted to substitute its judgment for the employer’s on that question. Where, as here, the parties have adopted a specific standard for the determination of “good cause,” we believe the Toussaint rule strikes an appropriate balance between the employer’s strong interest in making employment decisions, and the employee’s substantial interest in the employment security and stability offered by contracts which may not be terminated at will, but only for specified “good cause.” Notwithstanding the policy arguments advanced by courts according deference to the employer’s prerogative, we conclude employment contracts like the one at issue in this case providing specific definitions of “good cause” are not so different from other contracts as to justify a legal construct favoring the employer’s interests over those of employees.6
Palmer contended, and the district court determined, that the application of the objective reasonableness standard would be most appropriate in this case because (1) Kern was given an opportunity for a hearing before the faculty senate to challenge the termination, and (2) the contract reflects the parties’ intent to maintain the employer’s prerogative to make employment decisions with only circumscribed judicial review. We disagree. The parties did not expressly contract as to the prospect of judicial review of breach-of-contract claims and the hearing before the faculty judiciary committee was not an apparent substitute for judicial review. The faculty senate’s decision on the merits of Kern’s grievance carried no force because Palmer’s administration was not bound under the contract to give it any weight. As it constituted only a recommendation to Riekeman, the hearing process provided only illusory security to Kern. Under the circumstances, we reject the notion that the parties viewed the review by the faculty judiciary committee as a legitimate substitute for the standard of judicial review which is the norm in other contract litigation. Accordingly, the hearing process and Riekeman’s review of McCarthy’s decision do not support Palmer’s claim that an “objective reasonable[661]*661ness” standard of judicial review is appropriate in this case. -
Having concluded the district court erred in applying the “objective reasonableness” standard in ruling on Palmer’s motion for summary judgment we next consider whether the evidence in the record is sufficient to sustain the summary judgment in favor of Palmer under the Toussaint rule. We conclude it is not.
The evidence presented by Palmer suggests despite several requests that he do so, Kern willfully failed to submit properly formatted national board questions. Kern testified after his proposed questions were returned to him, he resubmitted them directly to Palmer’s secretarial staff for conversion to electronic format, but the handwritten questions were again returned to Kern. Kern offered testimony in the summary judgment record tending to prove he knew other faculty members had submitted their proposed questions in handwritten form, received secretarial assistance for formatting, and were not disciplined for doing so. On this record, Kern has engendered a fact question as to whether he willfully failed to perform his duty to submit proposed national board questions, or willfully performed that duty below accepted standards.
We also conclude a fact question exists as to whether Kern willfully failed to comply with his duty to submit goals. At the summary judgment stage we must credit Kern’s testimony that McCarthy told him during the April 13 meeting he need not submit a new goal. Although this claim is disputed by Palmer, we believe a fact question exists as to whether McCarthy gave such assurance to Kern. Assuming, as we must at the summary judgment stage, such assurance was given by McCarthy, we conclude a genuine issue of material fact exists as to whether Kern’s failure to submit a new goal constituted a willful failure to perform his duty.
Other evidence in the summary judgment record supports our determination that a fact question exists on the questions of whether Kern willfully failed to perform his duties or willfully performed his duties below accepted standards. The faculty judiciary committee determined Kern’s alleged misconduct did not rise to the level of an offense that would support termination under the faculty handbook. Additionally, Dr. Glenn Sorgenfrey, a Palmer faculty member, opined in an affidavit that other faculty members would not be fired for conduct such as Kern’s. It is of course not the court’s role at the summary judgment stage to weigh such evidence against the countervailing evidence in the record. When viewed in the light most favorable to Kern, the faculty judiciary committee’s non-binding determination and Dr. Sor-genfrey’s affidavit offer some factual support for Kern’s claim he did not willfully fail to perform his duties or willfully perform his duties below accepted standards. Accordingly, we reverse the summary judgment on Kern’s contract claim against Palmer.
B. Liability of Defendants Rieke-man, McCarthy, and Percuoco. As we have already noted, the district court granted summary judgment in favor of Riekeman, McCarthy, and Percuoco after concluding, as a matter of law, Palmer established the absence of a fact question as to whether Palmer breached its employment contract with Kern. The court reasoned that because, as a matter of law, Palmer committed no breach of Kern’s employment contract, the individual defendants could have no liability for tortiously causing Palmer to breach that contract. Having concluded the district court erred in granting summary judgment in favor of Palmer, we next consider whether the [662]*662summary judgment record can sustain the summary judgment in favor of the individual defendants.
At the summary judgment stage, we must determine whether the record includes evidence from which a rational jury could find intentional and improper interference. Green v. Racing Ass’n of Cent. Iowa, 713 N.W.2d 234, 243 (Iowa 2006). Although the district court did not determine whether any of the individual defendants’ alleged actions were improper, we may affirm the summary judgment ruling on a proper ground urged below but not relied upon by the district court. De-Voss v. State, 648 N.W.2d 56, 62 (Iowa 2002).
To recover for intentional in-terfei'enee with an existing contract, a plaintiff must show:
(1) plaintiff had a contract with a third-party; (2) defendant knew of the contract; (3) defendant intentionally and improperly interfered with the contract; (4) the interference caused the third-party not to perform, or made performance more burdensome or expensive; and (5) damage to the plaintiff resulted.
Green, 713 N.W.2d at 243 (quotations omitted). There is no dispute that Riekeman and McCarthy knew of Kern’s contract and that they intentionally caused Palmer to breach the contract. The controversy in this case centers on whether the defendants’ alleged intentional interference with Kern’s contract was “improper.” We look to the following factors in deciding whether the defendants’ conduct was improper:
“(a) the nature of the actor’s conduct, (b) the actor’s motive, (c) the interests of the other with which the actor’s conduct interferes, (d) the interests sought to be advanced by the actor, (e) the social interests in protecting the freedom of action of the actor and the contractual interests of the other, (f) the proximity or remoteness of the actor’s conduct to the interference and (g) the relations between the parties.”
Hunter v. Bd. of Trs. of Broadlawns Med. Ctr., 481 N.W.2d 510, 518 (Iowa 1992) (quoting Restatement (Second) of Torts § 767 (1981)). The determination of whether the individual defendants’ actions in relation to Kern’s employment were improper turns primarily on the nature of their conduct, their motives, and a balancing of the respective interests of the parties.
1. Defendant Riekeman. Rieke-man’s role as Palmer’s President was to make the final decision as to whether Kern’s employment should be terminated. Riekeman reviewed McCarthy’s decision to terminate Kern’s employment, considered the faculty judiciary committee’s recommendation against termination, and made the final decision for the institution he was hired to lead. These actions by Riekeman fall comfortably within the range of usual and customary conduct expected of an employer’s chief executive officer under the circumstances of this case.
Kern claims, however, that summary judgment was improper in this case because Riekeman’s termination decision was motivated by improper personal animus and therefore constituted improper interference. Kern supports this claim by reference to a statement made by Rieke-man during a meeting with faculty members. When Kern challenged the wisdom of the revised curriculum during that meeting, Riekeman bluntly stated that anyone who opposed the reorganized curriculum could leave. Kern claims this statement evidenced Riekeman’s motivation to rid the faculty of an employee who opposed Palmer’s new curriculum structure. Although Riekeman’s statement, when viewed in the light most favorable to [663]*663Kern, suggests Riekeman exhibited on that occasion a rather authoritarian management style, it fails, as a matter of law, to raise a genuine issue of fact on the question of whether Riekeman’s decision to terminate Kern’s employment was a product of an improper motive. Even if we assume at this summary judgment stage Riekeman’s sole motive in terminating Kern’s employment was to eliminate from the faculty one who had openly and consistently opposed the Palmer administration’s curriculum choices, such a motive does not rise to the level of impropriety sufficient to support Kern’s intentional tort claim under the circumstances presented here. A manager’s motivation to maintain the employment of employees who further the employer’s organizational objectives, and to terminate the employment of employees who inflexibly oppose those objectives, is not improper. The motive of a business manager who terminates the employment of an employee in the latter category solely for the purpose of advancing the employer’s legitimate business objectives is not motivated by an improper purpose. Green, 713 N.W.2d at 245 (stating that “[i]f the sole motive is a legitimate purpose derived from the law, then any interference is not improper as a matter of law”). Kern has failed to proffer, and the record does not disclose, any personal, non-business-related motivation for Rieke-man’s actions that could reasonably be viewed as improper.
Kern’s interest in continued employment is, of course, substantial, as is Riekeman’s interest in carrying out the business functions of Palmer’s President. Having carefully considered the social interest in protecting Riekeman’s ability to execute Palmer’s management objectives and Kern’s contract interest in continued employment, Riekeman’s direct personal involvement in the termination of Kern’s employment, and the relations between the parties, we conclude the district court did not err in granting summary judgment in favor of Riekeman. Finding no evidence in the record tending to prove Riekeman’s conduct or motive were improper, we conclude Kern has failed to generate a fact question as to whether Riekeman improperly interfered with Kern’s contract. We therefore affirm the summary judgment in favor of defendant Riekeman.
2. Defendant McCarthy. We next consider whether the district court erred in granting summary judgment in favor of defendant McCarthy, Palmer’s Vice President of Academic Affairs. Like Riekeman, McCarthy had managerial responsibility over Kern and was intimately involved in the termination of Kern’s employment. McCarthy contends a reasonable fact-finder could only conclude his conduct fell within the range of proper managerial conduct when he decided to effect the termination of the employment of an employee who repeatedly refused to comply with simple requests and clear directives. We disagree. Viewing the evidence in the light most favorable to Kern, we believe a fact-finder could determine McCarthy represented to Kern during the April 13 meeting that Kern need not submit new goals, and Kern relied upon this representation in failing to submit new goals. Contrary to his alleged representations at the April 13 meeting, however, McCarthy fired Kern in part because he failed to submit new goals after that meeting. Accepting this version of the facts as true as we must at the summary judgment stage, we conclude a reasonable fact-finder could determine McCarthy fraudulently induced Kern to engage in a course of conduct which would eventually result in the termination of his employment contract. Interference achieved through conduct that is dishonest, fraudulent, malicious, or otherwise wrongful will support a finding [664]*664that the interference is improper. See Restatement (Second) of Torts § 766 cmts. j, r, s. We conclude Kern has raised a genuine issue of fact as to whether McCarthy’s conduct was dishonest, clearly outside the bounds of proper managerial conduct, and therefore “improper” under section 767.
Kern further asserts the summary judgment record, when viewed in the light most favorable to him, includes evidence tending to prove McCarthy had an improper motive for his conduct. Characterizing McCarthy’s anger during the April 13 meeting as sufficient to put him in fear of an act of physical aggression, Kern contends a reasonable fact-finder could determine McCarthy’s alleged misrepresentation and his decision to terminate Kern’s employment were motivated by personal animus and therefore “improper” under section 767. “Satisfying one’s spite or ill will is not an adequate basis to justify an interference and keep it from being improper.” Id. § 766 cmt. r; see also id. § 767 cmt. d (“A motive to injure another or to vent one’s ill will on him serves no socially useful purpose.”). And as we have noted, the termination of an employee’s employment for “reasons which are arbitrary, unfair, or generated out of some petty vendetta” advances no legitimate goal of a corporation. Lockhart, 577 N.W.2d at 847 n. 1. We conclude Kern has produced minimally sufficient evidence that McCarthy improperly interfered with Kern’s contract so as to preclude summary judgment on this claim.
3. Defendant Percuoco. We next consider whether the district court erred in granting summary judgment in favor of defendant Percuoco, Palmer’s Dean of Academic Affairs. Unlike defendants Riekeman and McCarthy, Percuoco does not contend he is shielded from liability because his conduct and motive in connection with Kern’s termination were proper. Percuoco instead contends Kern has produced insufficient evidence to support a claim that Percuoco’s conduct played a causative role in Kern’s termination.
It is Kern’s burden to prove Percuoco intentionally and improperly interfered with the contract. Restatement (Second) Torts § 766 cmt. o (noting question of whether the defendant’s conduct caused a breach of contract is a question of fact). Viewed in the light most favorable to Kern, the record shows Percuoco vaguely proclaimed to members of his church congregation several months before Kern was terminated that he was “battling evil at Palmer.” Percuoco asked his fellow parishioners to pray for strength that he might “do acts he found distasteful.” He also told a fellow parishioner that Dr. Kern “better watch his step because troublemakers g[e]t their just rewards,” stated that Kern’s days were numbered at Palmer, and vowed to “see [Kern] fired.”
While this evidence certainly evidences Percuoco’s motivation to cause the termination of Kern’s employment, and could be reasonably understood as evidence of Per-cuoco’s personal animus toward Kern, these statements alone cannot suffice to generate a genuine issue of fact on Kern’s intentional interference claim. The record is devoid of evidence of any conduct by Percuoco in furtherance of any improper motive leading to Kern’s termination. Kern presented no evidence tending to prove Percuoco communicated to Rieke-man or McCarthy his desire to see Kern fired, or that Percuoco otherwise influenced or attempted to influence McCarthy or Riekeman to cause Kern’s termination. In the absence of evidence tending to prove Percuoco engaged in some conduct calculated to effect Kern’s discharge, we must conclude the district court correctly [665]*665granted summary judgment in Percuoco’s favor.
IV. Conclusion.
Having found genuine issues of fact remain for trial on Kern’s contract claim, we reverse the summary judgment in favor of Palmer. We affirm the district court’s grant of summary judgment in favor of defendants Riekeman and Percuoco. We reverse the summary judgment granted in favor of defendant McCarthy, and remand for further proceedings consistent with this opinion.
AFFIRMED IN PART; REVERSED IN PART; AND REMANDED.
All justices concur except CADY, WIGGINS, and APPEL, JJ., who specially concur separately, and BAKER, J., who takes no part.