In January 2009, Mark Pincus, founder and CEO of the immensely popular and successful Zynga Game Network met with his sister Laura Hartman, DePaul University business ethics professor, to discuss building a new brand of corporate social strategy. Pincus wanted to find a way that Zynga could have a greater social impact on the world. He and Hartman talked about creating a new social strategy that would naturally flow out of Zynga's success in developing highly profitable interactive social games. The two of them wondered whether it was possible for one company to develop a strategy that would both be profitable and engender social change.

The B case of this three-case series outlines how Mark Pincus, with help from his sister Laura Hartman, began to implement his new brand of social strategy. Initial steps included two partnerships: (1) Zynga's YoVille and the San Francisco SPCA; and (2) Mafia Wars and the Huntington's Disease Society of America. A new program within Zynga was created: Zynga.org, which would focus on global problems and ways to address them. Its first project, in partnership with Zynga's wildly popular FarmVille, was a strategy in which users could purchase "Sweet Seeds for Haiti." Through FarmVille, Zynga would contribute 50% of all proceeds from the sale of these seeds to two Haiti-based causes: Fonkoze and FATEM (a microfinance initiative and an educational and school-meals program, respectively). In 2010, Zynga.org continued to evolve, with periodic bumps along the way when Zynga encountered bad press and unfavorable attention.

Following the May 2010 Sweet Seeds campaign, Zynga announced that it would expand its FATEM partnership to build a school for children in Haiti who had been affected by the devastating earthquake in January of that year. In one week, more than 45,000 FarmVille users raised $110,000 through the purchase of virtual social goods. Sweet Seeds would be the first of several campaigns Zynga launched to raise funds for the school. In the meantime, Zynga.org's management had to establish concrete measures for the various projects' success, including efficient implementation, self-sustainability, and replication. Maintaining a strong feedback loop so that those who contributed to these campaigns could see the results was important. Despite competition, Zynga remained, in 2010, a wildly successful company and its dot-org arm helped Mark Pincus and Laura Hartman realize the new type of social strategy they had discussed over the years.

In 1995, Procter & Gamble (P&G) scientists began researching methods of water treatment for use in communities facing water crises. P&G, one of the world's largest consumer products companies, was interested in bringing industrial-quality water treatment to remote areas worldwide, because the lack of clean water, primarily in developing countries, was alarming. In the latter half of the 1990s, approximately 1.1 billion (out of a worldwide population of around 5.6 billion) people lacked access to clean drinking water or sanitation facilities. An estimated 6 million children died annually from diseases, including diarrhea, hookworm, and trachoma, brought about by contaminated water. Many of these deaths were preventable if a water sanitation product was paired with effective education and distribution. With a long history of scientific research and innovation in health, hygiene, and nutrition, P&G considered ways it could address the safe drinking-water crisis as the new millennium approached. Although the company had a vast array of successful products, P&G did not offer anything that involved water purification, either domestically or in developing countries where poverty, lack of infrastructure, and inaccessibility of remote communities made the prospect of cleaning up the water more difficult.

In 1999, P&G purchased-through the acquisition of Recovery Engineering in a $265 million deal-PUR Water Filtration System, a point-of-use water filtration system. The PUR water filtration system used a combination of the flocculant iron sulfate, an agent that caused particles suspended in water to bind and form sediment, and calcium hypochlorite (chlorine), a disinfectant. After acquiring the product, P&G began to develop and expand it. With the success of PUR Water Filtration System, Procter & Gamble Health Sciences Institute (PGHSI) and its partners created the Children's Safe Drinking Water (CSDW) campaign, which targeted developing countries, in 2003. PUR was distributed, often at no cost, to poor countries where the drinking water was not safe, and elsewhere during emergencies: the Asian tsunami, flooding in Haiti, or cholera epidemics in Africa, among others. Through the CSDW program from 2003 to 2007, P&G had provided the sachets at no cost, made no profit on PUR sales, and donated programmatic funding to some of the CSDW projects. Between 2003 and 2007, 85 million sachets of PUR, treating 850 million liters of water, had been distributed globally in emergency response or sold through social marketing projects. With the help of its various partners, PGHSI had made the product available in 23 countries. Procter & Gamble had finally entered the water purification business but had chosen to augment its commercial and retail sales by helping bring clean drinking water to developing countries.

Executives should not take a reputation for ethical leadership for granted. Based on interviews with senior executives and corporate ethics officers, this article reveals that a reputation for executive ethical leadership rests on two essential pillars: the executive's visibility as a moral person (based upon perceived traits, behaviors, and decision-making processes) and visibility as a moral manager (based upon role modeling, use of the reward system, and communication). Developing a reputation for ethical leadership pays dividends in reduced legal problems and increased employee commitment, satisfaction, and employee ethical conduct. The alternatives are the unethical leader, the hypocritical leader (who talks the talk, but doesn't walk the walk), and the ethically neutral leader (who may be an ethical person, but employees don't know it because the leader has not made ethics and values an explicit part of the leadership agenda). The article also offers guidelines for cultivating a reputation for ethical leadership.