According to David McClelland, the most effective managers do NOT

A) use their power to achieve organizational goals.
B) have a high need for power.
C) show a high degree of concern about how much others like them.
D) adopt a participative or coaching style of leadership.
E) clarify organizational priorities for subordinates.

David McClelland's theory suggests that the most effective managers are those who have a high need for power but use it to achieve organizational goals, not for personal gain. They are less concerned about being liked and more focused on being effective. They often adopt a participative or coaching style of leadership and are good at clarifying organizational priorities for their subordinates. Therefore, showing a high degree of concern about how much others like them is not characteristic of the most effective managers according to McClelland.